본문 바로가기
KERD
논문KCI 등재

TMT-종업원 임금격차와 조직성과

TMT-employees Pay Dispersion and Organizational Performance

0

조회

0

다운로드

7

인용

0

참고문헌

키워드

주제분류사회과학일반

초록

임금격차는 조직구성원들의 행동을 변화시키고 나아가 조직성과에 영향을 미칠 수 있다. 본 연구에서는 임금격차와 조직성과 간의 관계를 선형적으로 본 기존 연구에서 벗어나 역 U자형의 곡선형 관계로 상정하고자 한다. 즉 일정 정도까지의 임금격차는 구성원들의 모티베이션에 긍정적 영향을 미치지만, 지나친 정도의 임금격차는 오히려 구성원들의 사기저하를 조장하고 이는 궁극적으로 조직의 성과를 저하시킬 수 있다고 판단된다. 다음으로 임금격차의 효과는 상황적 맥락에 따라 그 정도가 달라질 수 있으므로, HR 내적적합성 관점에서 내부육성제도, 전사성과급, 임금경쟁력과의 상호작용 효과를 탐색하고자 한다. 이와 같은 탐색적 연구를 통하여 본 연구에서는 TMT와 종업원 사이의 임금균형을 파악하고, 나아가 실무적으로 임금격차가 임금설계의 주요한 요소임을 제안하고자 한다.

Abstract

The pay dispersion can change organizational behavior and affect organizational performance. In this study, we assume that the relationship between the pay dispersion and the corporate financial performance is a linear U-shaped curved relationship, which is out of the conventional literature. In other words, although the pay dispersion up to a certain level has a positive effect on the motivation of the members, the excessive pay dispersion encourages the morale of the members, which ultimately deteriorates the financial performance of the organization. Also the effect of the pay dispersion can be varied according to the context. Therefore, we want to explore the interaction effect between talent management system, corporate performance pay, and pay competitiveness in terms of HR internal fit perspective. Through this exploratory study, we propose that the wage equilibrium between TMT and employees is grasped, and furthermore, practical pay dispersion is a major factor in wage design.

참고문헌 (70)

  1. 김재엽, "TMT-종업원 임금격차와 이직 및 이직의도: 공정성 풍토 및 지각의 조절효과를 중심으로", 전략경영연구, 21(1), pp.1~22 (2018), 한국전략경영학회[DOI]
  2. 김재엽, "수직적 임금격차와 이직의도의 관계: 참조집단 및 직급별 효과차이의 탐색적 연구", 역량개발학습연구(구 한국HRD연구), 13(2), pp.59~83 (2018), Human Engagement Institute[DOI]
  3. 김현옥, "성과주의 보상제도가 직무만족에 미치는 영향: 임금분산의 조절효과", 조직과 인사관리연구, 41(3), pp.61~91 (2017), 한국인사관리학회[DOI]
  4. 노용진, "기업 내 교육훈련의 경영성과 효과", 노동정책연구, 9(2), pp.67~93 (2009), 한국노동연구원[DOI]
  5. 배종석, "한국적 인적자원관리의 이론개발을 위한 기반연구", 인사조직연구, 23(1), pp.99~141 (2015), 한국인사조직학회
  6. 배준영, "한국 제조기업의 개인, 집단성과급 수준이 직원들의 조직몰입에 미치는 영향: 외국인 지분의 조절효과", 국제경영연구, 25(4), pp.1~26 (2014), 한국국제경영학회[DOI]
  7. 신혜정, "성과급제와 기업성과의 관계- 성과급적용 수준의 차별적 효과 -", 인적자원관리연구, 21(1), pp.1~18 (2014), 한국인적자원관리학회[DOI]
  8. 양동훈, "보상제도가 협동행동에 미치는 영향에 관한 연구", 인사조직연구, 13(3), pp.1~41 (2005), 한국인사조직학회
  9. Akerlof, G. A., "Efficiency wage models of the labor market" (1986), Cambridge University Press
  10. Ashton, C., "Managing talent for competitive advantage : Taking a systemic approach to talent management", Strategic HR Review, 4(5), pp.28~31 (2005)
  11. Banks, G. C., "The influence of internal HRM activity fit on the dynamics within the black box", Human Resource Management Review, 25(4), pp.352~367 (2015)
  12. Barney, J. B., "On becoming a strategic partner : The role of human resources in gaining competitive advantage", Human Resource Management, 37(1), pp.31~47 (1998)
  13. Beaumont, P. B., "Internal wage structures and organizational performance", British journal of industrial Relations, 41(1), pp.53~70 (2003)
  14. Bloom, M, "The performance effects of pay dispersion on individuals and organizations", Academy of Management Journal, 42(1), pp.25~40 (1999)
  15. Brown, M. P., "Compensation policy and organizational performance: The efficiency, operational, and financial implications of pay levels and pay structure", Academy of Management Journal, 46(6), pp.752~762 (2003)
  16. Calhoun, C, "Occupy wall street in perspective", The British journal of sociology, 64(1), pp.26~38 (2013)
  17. Calo, T. J, "Talent management in the era of the aging workforce : The critical role of knowledge transfer", Public Personnel Management, 37(4), pp.403~416 (2008)
  18. Cascio, W. F, "Managing human resources" (2006), McGraw-Hill
  19. Connelly, B. L., "Minding the gap : antecedents and consequences of top managementto-worker pay dispersion", Journal of Management, 42(4), pp.862~885 (2016)
  20. Conroy, S. A., "A multilevel approach to the effects of pay variation", Research in Personnel and Human Resources Management, 32, pp.1~64 (2014)
  21. Cotton, J. L., "Employee turnover : A meta-analysis and review with implications for research", Academy of Management review, 11(1), pp.55~70 (1986)
  22. Cowherd, D. M., "Product quality and pay equity between lower-level employees and top management : An investigation of distributive justice theory", Administrative Science Quarterly, 37(2), pp.302~320 (1992)
  23. Datta, D. K., "Executive succession : Organizational antecedents of CEO characteristics", Strategic Management Journal, 15(7), pp.569~577 (1994)
  24. DeVaro, J., "Internal promotion and external recruitment : a theoretical and empirical analysis", Journal of Labor Economics, 31(2), pp.227~269 (2013)
  25. Ding, D. Z., "Effects of inter-and intrahierarchy wage dispersions on firm performance in Chinese enterprises", The International Journal of Human Resource Management, 20(11), pp.2370~2381 (2009)
  26. Dornstein, M, "Conceptions of fair pay : Theoretical perspectives and empirical research" (1991), Praeger Publishers
  27. Downes, P. E., "Employee reactions to pay dispersion : A typology of existing research", Human Resource Management Review, 24(1), pp.53~66 (2014)
  28. Frank, R. H., "Choosing the right pond : Human behavior and the quest for status" (1985), Oxford University Press
  29. Gardner, D. G., "The effects of pay level on organization‐based self‐esteem and performance : A field study", Journal of Occupational and Organizational Psychology, 77(3), pp.307~322 (2004)
  30. Gerhart, B., "Compensation: Theory, Evidence, and Strategic Implications" (2003), SAGE Publications
  31. Grund, C., "The dispersion of employees' wage increases and firm performance", ILR Review, 61(4), pp.485~501 (2008)
  32. Gupta, N., "The many faces of pay variation", Human Resource Management Review, 22(2), pp.100~115 (2012)
  33. Guthrie, J. P, "Group incentives and performance : A study of spontaneous goal setting, goal choice and commitment", Journal of Management, 30(2), pp.263~284 (2004)
  34. Hamann, D. J., "Wage Inequality and Performance in Nonprofit and For‐Profit Organizations", Nonprofit Management and Leadership, 24(2), pp.207~228 (2013)
  35. Hansen, D. G, "Worker performance and group incentives: A case study", ILR Review, 51(1), pp.37~49 (1997)
  36. Haslam, S. A., "The collective origins of valued originality : A social identity approach to creativity", Personality and Social Psychology Review, 17(4), pp.384~401 (2013)
  37. Heyman, F., "Pay inequality and firm performance : evidence from matched employer–employee data", Applied Economics, 37(11), pp.1313~1327 (2005)
  38. Huergo, E., "Firms' age, process innovation and productivity growth", International Journal of Industrial Organization, 22(4), pp.541~559 (2004)
  39. Johnson, J., "Factors discriminating functional and dysfunctional salesforce turnover", Journal of Business and Industrial Marketing, 15(6), pp.399~415 (2000)
  40. Kato, T., "Tournaments and managerial incentives in China's listed firms : New evidence", China Economic Review, 22(1), pp.1~10 (2011)
  41. Kepes, S., "Contingencies in the effects of pay range on organizational effectiveness", Personnel psychology, 62(3), pp.497~531 (2009)
  42. Kulik, C. T., "Personal and situational determinants of referent choice", Academy of Management review, 17(2), pp.212~237 (1992)
  43. Lazear, E. P., "Pay equality and industrial politics", Journal of political economy, 97(3), pp.561~580 (1989)
  44. Levine, D. I., "What do wages buy?", Administrative Science Quarterly, pp.462~483 (1993)
  45. Lewis, R. E., "Talent management : A critical review", Human Resource Management Review, 16(2), pp.139~154 (2006)
  46. Mahy, B., "Does wage dispersion make all firms productive?", Scottish Journal of Political Economy, 58(4), pp.455~489 (2011)
  47. Milkovich, G. T., "Compensation (Vol. 11)" (2013), McGraw-Hill
  48. Ostroff, C., "Maintaining an internal market : Antecedents of willingness to change jobs", Journal of Vocational Behavior, 59(3), pp.425~453 (2001)
  49. Park, J., "Pay Dispersion and Organizational Performance in Korea : Curvilinearity and the Moderating Role of Congruence with Organizational Culture", The International Journal of Human Resource Management, 28(9), pp.1291~1308 (2017)
  50. Park, T. Y., "Fair pay dispersion : A regulatory focus theory view", Organizational Behavior and Human Decision Processes, 142, pp.1~11 (2017)
  51. Penrose, E. T., "The Theory of the Growth of the Firm" (1959), Basil Blackwell
  52. Pfeffer, J., "Competitive advantage through people: Unleashing the power of the work force" (1994), Harvard Business School Press
  53. Pfeffer, J., "The effect of wage dispersion on satisfaction, productivity, and working collaboratively : Evidence from college and university faculty", Administrative Science Quarterly, pp.382~407 (1993)
  54. Richter, A. W., "Boundary spanners' identification, intergroup contact, and effective intergroup relations", Academy of Management Journal, 49(6), pp.1252~1269 (2006)
  55. Rowley, C., "Globalization and transformation of human resource management in South Korea", International Journal of Human Resource Management, 13(3), pp.522~549 (2002)
  56. Shaw, J. D., "Pay dispersion", Annual Review of Organizational Psychology and Organizational Behavior, 1(1), pp.521~544 (2014)
  57. Shaw, J. D., "Pay dispersion, sorting, and organizational performance", Academy of Management Discoveries, 1(2), pp.165~179 (2015)
  58. Shepherd, W. G., "Mainstreams in Industrial Organization" (1986), Martinus Nijhoff Publishers
  59. Shin, Y., "Top management ethical leadership and firm performance : The mediating role of ethical and procedural justice climate", Journal of Business Ethics, 129, pp.43~57 (2015)
  60. Siegel, P. A., "Pay disparities within top management groups : Evidence of harmful effects on performance of high-technology firms", Organization Science, 16(3), pp.259~274 (2005)
  61. Tajfel, H., "An integrative theory of intergroup conflict", The social psychology of intergroup relations, 33(47), pp.74~89 (1979)
  62. Trevor, C. O., "A contingent view of reactions to objective pay conditions : interdependence among pay structure characteristics and pay relative to internal and external referents", Journal of Applied Psychology, 91(6), pp.1260~1275 (2006)
  63. Trevor, C. O., "Reconsidering pay dispersion's effect on the performance of interdependent work : Reconciling sorting and pay inequality", Academy of Management Journal, 55(3), pp.585~610 (2012)
  64. Wade, J. B., "Overpaid CEOs and underpaid managers : Fairness and executive compensation", Organization Science, 17(5), pp.527~544 (2006)
  65. Wagner, J. A., "Individualism-collectivism: Concept and measure", Group and Organization Studies, 11(3), pp.280~304 (1986)
  66. Walsh, J. P., "CEO compensation and the responsibilities of the business scholar to society", The Academy of Management Perspectives, 22(2), pp.26~33 (2008)
  67. Wang, T., "Pay dispersion and organizational innovation : The mediation effects of employee participation and voluntary turnover", Human relations, 68(7), pp.1155~1181 (2015)
  68. Weeden, K. A., "Why do some occupations pay more than others? Social closure and earnings inequality in the United States", American Journal of Sociology, 108(1), pp.55~101 (2002)
  69. Winter‐Ebmer, R., "Intra‐firm wage dispersion and firm performance", Kyklos, 52(4), pp.555~572 (1999)
  70. Yang, H., "Pay dispersion and the financial performance of the firm: Evidence from Korea", The International Journal of Human Resource Management, 22(10), pp.2147~2166 (2011)

관련 논문AI추천

이 간행물의 다른 논문 (3건)