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공정성 요인, 임금수준 만족 그리고 임금제도에 관한 실증연구

An Empirical Study on the Relationship of Justice, Pay Level Satisfaction and Pay System

이광희|이정길
한국산업경영시스템학회 (KOREAN SOCIETY OF INDUSTRIAL AND SYSTEMS ENGINEERING)|2016.09|한국산업경영시스템학회지 (Journal of Korean Society of Industrial and Systems Engineering)|제39권 제3호|pp. 118-128

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참고문헌

키워드

JusticePay SystemPay Level Satisfaction
주제분류산업공학

초록

The purpose of this study is to verify the role of moderating effect of pay system on the relation between organizational justice and employee’s pay level satisfaction. By default, it would be a justice find out a positive impact on pay levels satisfaction members feel. It will examine the mediating effect of the wage system the main purpose of this study is to prove their relationship. A survey was conducted to examine the role of moderating effect of pay system on the responses of 218 employees. sex, education, status, and service type were chosen as control variable, and the regression model which treated the distributive justice and procedural justice as independent variable was set. A pay system was supposed as moderating variable of the relation between organizational justice and pay level satisfaction, In addition the pay system have a dummy variable (if pay system is lower than the average, pay system is 0, else pay system is 1). The result showed that the relation of organizational justice and pay level satisfaction are significantly unique. This means that pay system moderates the relation of organizational justice and pay level satisfaction. These results are different from the prior researches which had treated pay system as mediative variable of organizational justice and pay level satisfaction. This difference may be from the property of attitude variable. For example, pay satisfaction is individual-based attitude. Moreover, organizational committment has the instrumentality for future reward, while pay satisfaction does not. The future study should consider the properties of these variables and other employee's attitude variables.

Abstract

The purpose of this study is to verify the role of moderating effect of pay system on the relation between organizational justice and employee’s pay level satisfaction. By default, it would be a justice find out a positive impact on pay levels satisfaction members feel. It will examine the mediating effect of the wage system the main purpose of this study is to prove their relationship. A survey was conducted to examine the role of moderating effect of pay system on the responses of 218 employees. sex, education, status, and service type were chosen as control variable, and the regression model which treated the distributive justice and procedural justice as independent variable was set. A pay system was supposed as moderating variable of the relation between organizational justice and pay level satisfaction, In addition the pay system have a dummy variable (if pay system is lower than the average, pay system is 0, else pay system is 1). The result showed that the relation of organizational justice and pay level satisfaction are significantly unique. This means that pay system moderates the relation of organizational justice and pay level satisfaction. These results are different from the prior researches which had treated pay system as mediative variable of organizational justice and pay level satisfaction. This difference may be from the property of attitude variable. For example, pay satisfaction is individual-based attitude. Moreover, organizational committment has the instrumentality for future reward, while pay satisfaction does not. The future study should consider the properties of these variables and other employee's attitude variables.

참고문헌 (28)

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  23. 박동진, "통제위치, 조직공정성 그리고 직무만족의 관계에 대한 실증적 연구", 산업경영시스템학회지, 35(3), pp.87~94 (2012), 한국산업경영시스템학회
  24. Price, J. L., "A causal model of turnover for nurses", Academy of Management Journal, 24(3), pp.543~565 (1986)
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  28. A Study on the Justice Perception on Pay Satisfaction Dimensions, "Wi, K. T.", Kumoh National University of Technology, ~ (2001)

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