• 제목/요약/키워드: performance pay

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Group-Performance Based Pay of Publicly Traded Companies and Its Association with Value Added Productivity per Employee

  • Yang, Donghoon
    • 한국컴퓨터정보학회논문지
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    • 제20권7호
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    • pp.85-90
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    • 2015
  • This study surveyed 152 publicly traded companies to investigate group-performance based pay practices and its impacts on labor productivity. Compared a benchmark survey from Department of Labor, those companies show higher introduction rates, especially in small-to-medium sized companies. They also tend to pay profit-sharing bonus more in the form of company stocks and differentiate individual bonuses more by department performance than individual performance. The impact of group-performance based pay on labor productivity is positive and statistically significant. Economic value added per person in those companies adopting group-performance based pay tends to be higher and increases with the coverage of employees under the pay plan. It also reveals that the years after the play adoption are negatively associated with labor productivity.

한국기업의 연봉제가 기업내 임금격차에 미치는 영향에 대한 연구 (Performance Based Pay and Pay Dispersion within Firm: The Korean case)

  • 김재구;김동배
    • 노동경제논집
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    • 제34권2호
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    • pp.29-52
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    • 2011
  • 본고는 1990년대 후반 이후 한국기업에 급속히 도입되어 온 연봉제가 실제로 성과에 따른 임금격차를 가져왔는지에 대하여 분석하였다. 노동부 "임금구조기본통계조사" 1996년부터 2006년까지 100인 이상 기업 대졸 사무직에 대한 자료를 활용하였고, 기업내 임금격차 변수로는 개인 속성에 대한 영향을 배제할 수 있도록 임금함수를 추정하고 잔차의 분산을 기업수준의 변수로 활용하여 분석하였다. 분석 결과, 연봉제의 도입은 기업내 임금격차를 확대시키는 것으로 나타났다. 그러나 연봉제 적용 비중과 임금격차 간의 관계는 비선형관계($\bigcap$)임을 시사하는 결과가 나타났다.

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성과급제도가 성별 노동생산성에 미치는 효과 (Effects of Performance-related Pay on Gender Labor Productivity Differences)

  • 정진용
    • 아태비즈니스연구
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    • 제11권3호
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    • pp.185-198
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    • 2020
  • Purpose - The purpose of this study is to examine the effect of performance-related pay on gender labor productivity differences theoretically and empirically. Design/methodology/approach - This study analyzes the Principal-Agent model in which a firm employes many male and female workers under moral hazard, and uses large survey data from Survey of Business Activities of MDIS (MicroData Integrated Service) in Korea. The fixed-effect model is employed in order to analyze the data. Findings - The theoretical result is that, after performance-related pay is offered to workers, the effect of performance-related pay on gender productivity is determined by whether the female ratio within firm affects firm's performance(such as revenue and profit) per capita. The empirical result is that, before performance-related pay is provided for all workers, the firm's female ratio does not affect firm's revenue and profit per capita at all, but after it is offered, the female ratio positively affects firm's performance per capita. Research implications or Originality - Fixed pay does not bring about the difference between male and female productivity, but performance-related pay affects female productivity more positively than male productivity in Korean firms. It means that female workers are more sensitive to incentives than men in Korea.

진료과별 재무성과 측정모형 구축 연구 -병원의 의료이익에 영향을 미치는 요소를 중심으로 - (A Study on Establishing Finance Performance Evaluation Model in Each Clinical Department - Factors Influencing Operating Profit of Hospitals -)

  • 이윤태;유기현
    • 한국병원경영학회지
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    • 제4권2호
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    • pp.162-191
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    • 1999
  • This study was conducted to establish finance performance evaluation model for physicians in each clinical department, by using factors which determines financial outcome(performance) in each clinical department The ultimate aim of study is to develop effective performance-based pay system for physicians. The system, by motivating physicians, should increase their productivity. To do so, it is critical to establish finance performance evaluation model to achieve final goal of this study. 232 private hospitals were chosen from 693 hospitals which were subject to hospital survey by the Korea Institute of Health Services Management and their revenue and expense-related data during 1997 were collected. By adopting multiple regression method, the study shows that the evaluation model for each clinical department was statistically significant. The study suggest the effective performance-based pay system based on financial performance of each clinical department. The pay system includes the level of compensation, the way of how to allocate profits to each department, and criteria whether the compensation should provide or not. In conclusion, the study has following implications. First, the study suggest finance performance evaluation model for each clinical department Second, the study suggest guidelines and plans to establish qualitative measure of financial performance in each clinical department. Third, the study suggest that adopting performance-based pay for physicians could be impetus to achieve organizational goal by motivating them with fair compensation.

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Theoretical Examination of the Pay-for-Performance Practice: Case of a Shipbuilding Company

  • Jun, Gyung-Ju
    • 한국항해항만학회지
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    • 제37권5호
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    • pp.471-480
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    • 2013
  • Pay-for-performance plans are some of widely used human resource practices in many firms, including shipbuilding, for productivity and motivational improvement purposes. Such plans play an important role in industries that are highly labor-intensive, and where effective management of human resources is critical to business operations, such as the shipbuilding industry. Those practices can have large impact on employee performance and ultimately company competitiveness. Research studies that show how such incentive plans improve productivity and reported pattern of adoption by firms have spurred the use and adoption in many firms. However, there are also researchers who point out that there are negative consequences to using incentive plans. Therefore it is important for companies to carefully consider the practices they use. In this paper, I discuss research findings that support the practices and critical viewpoints related to pay-for-performance plans. Research findings from Korean literature are, then, discussed. The shipbuilding industry is chosen because proper human resource management is critical in reducing turnover and increasing employee satisfaction. Through a shipbuilding company case, problems related to using pay-for-performance incentive plans and how they affect work-related issues of employee morale, cooperation, and teamwork will be discussed. While positive aspects have been emphasized to drive greater adoption among firms, the resulting consequences of the pay plans need to be seriously considered and improvements upon the plans made by firms. Improvement suggestions are discussed in the conclusions and implications.

병원간호사의 임금체계와 임금형태 분석;노동조합설립 병원을 중심으로 (An Analysis of Pay System and Pay Form of Hospital Nurses)

  • 박희옥
    • 간호행정학회지
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    • 제12권4호
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    • pp.521-531
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    • 2006
  • Purpose: The purpose of this study were to examine the pay system and pay form of hospital nurses. Methods: This study performed secondary analysis on the existing data and employed a case study design. Data were collected from May 1, 2005 to September 30, 2005. Analysis of the results was carried out using SPSS win 12.0 for frequency, percentage, mean and standard deviation. Results: All hospitals did have pay steps considering the seniority rule. Each hospital had a variety types of an allowances, the criteria of the payment, and the bonus. The majority of payment form was a monthly pay. Several suggestions could be drawn from this study. The pay system of the hospital nurses should reflect market pay and pay system should be set up according to the value of duty, performance, and expertness of hospital nurses and should be clear and lucid. Conclusion: Pay is a major function of human resource management and is a motive to nurses. Each hospital's pay system is different outwardly but it is the same as internally. Therefore pay system and form should reflect a value of the duty and the expertness and performance of nurses.

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The Feasible Linkage between Pay Dispersion and Job Performance in the Case of U.S. Retail Sales Workers

  • KANG, Eungoo;HWANG, Hee-Joong
    • 유통과학연구
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    • 제20권4호
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    • pp.111-119
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    • 2022
  • Purpose: This study seeks to address the omission through examining the manner in which demographic similarity affects the responses of employees in the retail sector towards horizontal pay dispersion. Through doing so the study will be effective in bolstering the recent efforts of more careful exploration of conditions. Research design, data, and methodology: Scant past studies are available to guide for practitioners in retail sector which compensation strategy might lead adequate job performance for retail sales workers. To suggest possible solution, the present authors used variables of pay dispersion and obtained 317 US retail sale workers in distribution channels to measure the association between pay dispersion and employee job performance. Results: The statistical findings indicated both first and second hypothesis could be acceptable with favorable Beta and T values, resulting high degree of pay dispersion leads a low level of job performance, while a low degree of pay dispersion can motivate retail sales workers to improve their performance. Conclusions: The findings of this study raises an argument that processes of social comparison work in a more vigorous manner. This is thus a representation of the propensity of a retail sales worker to voluntarily resign from an organization when dispersion rates are higher.

교원 성과급 제도에 대한 초등교사와 초등보건교사의 인식과 개선방안 (A Study on the Perception and Improvement Plans of Performance Based Pay System of Elementary School Teachers and Elementary School Health Teachers)

  • 여순영;김윤신;김현숙
    • 한국학교보건학회지
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    • 제24권2호
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    • pp.141-154
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    • 2011
  • Purpose: The purpose is to provide basic information for establishing improvements on performance-based pay's evaluation method of health teachers. Methods: For subjects, 200 teachers at public elementary schools and 200 health teachers at public elementary schools in Gyeonggi-do were conveniently sampled, and then surveyed through a questionnaire. The questionnaire was to recognize recognition of teachers working under the teacher's performance-based pay system, which was quoted in the questionnaire of Choi ji-hye (2005) and Lee mi-gyeong (2008). Inquiry for the recognition of teachers on evaluation of health teacher's performance-based pay system and improvements on the performance-based pay's evaluation method of health teachers were used after consultation with five incumbent health teachers and a review with the thesis director. Results: The performance-based pay's evaluation method of health teachers has the same method with general teachers in schools, so it is not fair to evaluate the performance of health teachers. The ways to improve the performance-based pay evaluation method of health teachers is as follows: first, the approval on improving 'the number of class hours' which is a detailed item of a teacher's performance evaluation criterion to 'the number of health lesson hours per week and the number of students visiting the school infirmary per week'; second, improving 'life guidance' into 'counseling results of medically-treated students, parents of students and personal hygiene guidance'; third, improving 'a teacher in charge' into 'awarding of points by being recognized as a health teacher in charge of all students and considering the economic situation of the region,; forth, improving 'difficulty of position' into 'the number of health-teacher's annual promotion task items and the treatment number of issuing and receiving of official documents', and improving the 'task difficulty' into 'importance and urgency of emergency patient management, risk level and urgency of infectious diseases and avoiding work in charge' appeared to be more than 90% respectively. Conclusion: The performance-based pay system of teachers being carried out every year should be executed by preparing fair evaluation criteria suitable for task properties and the role of health teachers with different evaluation criteria compared to general teachers.

도로공사에서 생애주기비용을 사용한 지급조정모델 개발에 관한 연구 (LCCA-embedded Monte Carlo Approach for Modeling Pay Adjustment at the State DOTs)

  • 최재호
    • 한국건설관리학회:학술대회논문집
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    • 한국건설관리학회 2002년도 학술대회지
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    • pp.72-77
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    • 2002
  • 미국에서는 품질 관리 문제를 해결할 수 있는 아이디어로 지급(Pay) Factor가 사용되어왔으며 현재는 생애주기비용까지 고려한 한층 진보된 지급조정모델 개발에 많은 관심을 가지고 있다. 하지만 이러한 지급조정모델절차의 개발은 품질특성변수 선택의 문제, 품질특성변수의 확률적 분포와 도로 공용성간의 관계 분석의 문제, 그리고 하나의 전체 지급조정모델 개발의 문제 등으로 미 교통부에서 어려움을 가지고 있다. 본 논문에서는 이러한 점을 극복하기 위한 방법론으로 생애주기비용분석을 고려한 몬테카를로 시뮬레이션 접근 방식이 사용되었다. 미 여러 교통부에서 적용 가능한 견본이 될 수 있도록 현 위스콘신 교통국에서 사용중인 도로관리 관련 시스템들에서 데이터를 축출하여 지급조정을 격정하기 위한 분석 절차를 제시하고 이를 근간으로 지급조정모델 결정 지원 시스템을 개발하였으며 민감도 분석을 실행하여 실제 데이터를 사용하여 개발된 지급조정모델의 적정성을 평가하였다. 본 논문에서 사용된 지급조정모델 개발 절차는 한층 정확성을 높인 도로공용성예측모델과 생애주기비용모델을 사용함으로써 실제 프로젝트에 사용 가능할 것으로 판단된다.

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사서교사의 교원 성과급제에 대한 인식과 직무만족과의 관계 (The Relation of the Awareness of Teacher Librarians about the Performance-Based Pay System and Their Job Satisfaction)

  • 이승길;강봉숙
    • 한국도서관정보학회지
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    • 제48권2호
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    • pp.159-186
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    • 2017
  • 본 연구에서는 교원 성과급제에 대한 사서교사의 인식과 직무만족과의 관계를 분석하였다. 전국의 초중고 사서교사를 연구 대상으로 하였으며 참여 인원은 총 371명이다. 연구 결과 사서교사의 등급은 S등급 4.1%, A등급 27.5%, B등급 62.5%, 성과급 제외 5.9%의 비율로 나타났다. 사서교사의 성과급 등급이 높을수록 성과급제에 대한 만족도, 참여도, 평가 기준의 적절성, 평가 절차 및 결과의 공정성 인식이 높게 나타났다. 또한 사서교사의 성과급 등급이 높을수록 직무만족 요소인 업무 관계, 인사 및 승진이 높게 나타났다. 결론적으로 교원 성과급제에 대한 사서교사의 인식이 높을수록 직무만족이 높은 것으로 나타났다. 이를 바탕으로 교원 성과급제에서 사서교사 평가에 대한 개선방안을 제안하였다.