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차등적 임금인상이 노동생산성에 미치는 영향에 대한 연구: 상대적 임금수준의 조절효과를 중심으로

The Curvilinear Relationship between Differential Merit Pay and Labor Productivity:Moderating Role of Pay Competitiveness

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한국노동연구원 (Korea Labor Institute)|2016.06|노동정책연구 (Quarterly Journal of Labor Policy)|제16권 제2호|pp. 1-32|DOI 10.22914/jlp.2016.16.2.001

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참고문헌

키워드

labor productivity노동생산성사업체패널조사panel analysismerit paypay competitiveness차등적 임금인상상대적 임금수준
주제분류사회과학일반

초록

본 연구는 기업의 보상정책 중 개인의 성과에 따라 임금을 차등적으로 인상하는 차등적 임금인상 제도가 조직성과인 사업체의 노동생산성에 미치는 영향을 규명하고자 하였다. 이를 위해 먼저 임금인상의 차등폭이 노동생산성에 미치는 직접효과에 대한 역 U자형의 비선형 관계를 가정하고 이를 가설화하였다. 추가적으로, 해당 사업체의 상대적 임금수준에 따라 임금인상의 차등폭이 미치는 효과는 달라질 것으로 예측하여, 상대적 임금수준에 따른 상대적 효과를 경계조건으로 고려하였다. 한국노동연구원의 사업체패널 1~5차 자료를 통합한 321개 사업체(510개 관측치) 패널데이터를 대상으로 분석한 결과, 차등적 임금인상폭이 증가할수록 노동생산성은 증가하지만, 16.6%를 변곡점으로 이보다 큰 폭의 차등적 임금인상은 노동생산성에 부정적인 영향을 주는 것으로 나타났다. 또한 이러한 관계는 상대적 보상수준에 의해 조절되어, 산업평균 대비 보상수준이 낮은 경우에는 긍정적인 효과가 강화되었지만, 산업평균 대비 보상수준이 높은 경우에는 부정적인 효과가 강화됨이 나타났다.

Abstract

The purpose of this study is to investigate the impact of differential merit pay on organizational performance and to examine the moderating role of pay competitiveness. Based on the expectation that differential merit pay, the compensation HRM practice which provides differential increase of basic pay depends on individual performance, have both the potentials for positive and negative impact on organizations, the relationship between the gap of differential merit pay and organizational performance (i.e., labor productivity) can not only be a simple linear relationship but can also exist in a curvilinear form. In addition, there is a possibility that the relationship could be different depends on the workplace’s pay competitiveness. Based on unbalanced panel data of 321 Korean manufacturing workplace (510 observations) from Workplace Panel Survey data, empirical results indicate that while the gap of differential merit pay increases, its positive effect diminishes which provides support for the curvilinear relationship with decreasing marginal effects. In addition, the positive impact is strengthened when pay competitiveness is low, and the negative impact is strengthened when pay competitiveness is high. Implications are given as results calls for caution for implementing merit pay system beyond a certain level.

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