제조업과 서비스업의 기업성과와 성과급 효과에 관한 연구
A study on the Effects of Performance-based Pay on Corporate Performance in Manufacturing and Service Industries
0
조회
0
다운로드
0
인용
0
참고문헌
키워드
초록
Purpose - The purpose of this study is to examine the homogeneity and differentiation of the effects of performance-based pay on corporate performance between the manufacturing and service industries empirically. Design/methodology/approach - This study uses Workplace Panel data from 2005 to 2021 provided by the Korea Labor Institute. The fixed effect model is adapted in order to analyze the data. Findings - The results of the empirical analysis are as follows. A 1% increase in the ratio of performance-based pay to average monthly wage results in a 0.035% increase in sales per worker, a 0.099% increase in net income per worker, and a 0.053% increase in added value per worker.This effect is consistent across the manufacturing and service industries. However, when the ratio of performance-based pay increases by 1%, return on assets (ROA) increases by 0.162% points in service sector but remains unchanged in manufacturing sector. Research implications or Originality - These research results show that the effects of performance-based pay on corporate financial performance such as sales, net income and added value per worker are similar across industries, but the effects of performance-based pay on return on assets (ROA) may differ due to differences in industry characteristics.
Abstract
Purpose - The purpose of this study is to examine the homogeneity and differentiation of the effects of performance-based pay on corporate performance between the manufacturing and service industries empirically. Design/methodology/approach - This study uses Workplace Panel data from 2005 to 2021 provided by the Korea Labor Institute. The fixed effect model is adapted in order to analyze the data. Findings - The results of the empirical analysis are as follows. A 1% increase in the ratio of performance-based pay to average monthly wage results in a 0.035% increase in sales per worker, a 0.099% increase in net income per worker, and a 0.053% increase in added value per worker.This effect is consistent across the manufacturing and service industries. However, when the ratio of performance-based pay increases by 1%, return on assets (ROA) increases by 0.162% points in service sector but remains unchanged in manufacturing sector. Research implications or Originality - These research results show that the effects of performance-based pay on corporate financial performance such as sales, net income and added value per worker are similar across industries, but the effects of performance-based pay on return on assets (ROA) may differ due to differences in industry characteristics.
참고문헌 (22)
- 김성환, "차별적 성과 보상제도가 기술선도형 기업의 재무적 성과에 미치는 영향", 재무관리 연구, 38(2), pp.223~250 (2021)
- 김진배, "임금구조와 성과급 제도가 기업가치 요소에 미치는 영향", 회계학연구, 29(3), pp.115~144 (2004)
- 문광수, "개인주의-집합주의 성향과 성과급 형태가 임금만족에 미치는 효과", 한국심리학회지 : 문화 및 사회문제, 20(3), pp.235~262 (2014)
- 박서린, "기업 성과급, 산업경쟁과 제품혁신의 관계", 재무관리연구, 37(4), pp.133~155 (2020)
- 박찬웅, "기업 내 임금분산의 선행요인 및 효과: 성과급의 임금분산 효과 및 임금분산의 의식과 태도에 대한 영향을 중심으로", 직업능력개발연구, 11(3), pp.285~306 (2008)
- 배준영, "한국 제조기업의 개인, 집단성과급 수준이 직원들의 조직몰입에 미치는 영향 : 외국인지분의 조절효과", 국제경영연구, 25(4), pp.1~26 (2014)
- 신혜정, "성과급제와 기업성과의 관계-성과급적용 수준의 차별적 효과", 인적자원관리연구, 21(1), pp.1~18 (2014)
- 안태식, "성과급제도의 도입효과 : 한국기업 사례", 회계학연구, 30, pp.79~107 (2008)
- 성수현, "개인 성과급 격차가 직무소진에 미치는 효과 : 팀-구성원 교환관계의 매개효과", 대한경영학회지, 32(7), pp.1247~1270 (2019)
- 원인성, "종업원 경영참여와 집단성과급, 그리고 경영성과", 산업경제연구, 16(1), pp.297~317 (2003)
- 장은미, "개인성과 위주의 보상제도가 직무 수행 노력에 미치는 영향에 관한 연구 : 인적자원관리 번들(HR Bundle)의 조절 효과를 중심으로", 인사조직연구, 11(1), pp.133~158 (2003)
- 정진용, "성과급제도 도입과 확대가 노동생산성에 미치는 효과: 이론 및 실증분석", 재정정책논집, 22(3), pp.113~144 (2020)
- 정진용, "성과급제도가 성별 노동생산성에 미치는 효과", 아태비즈니스연구, 11(3), pp.185~198 (2020)
- Banker, R. D., "An empirical investigation of an incentive plan that includes nonfinancial performance measures", The accounting review, 75(1), pp.65~92 (2000)
- Bartol, K. M., "Team-based Pay Plans: A Key to Effective Teamwork", Compensation and Benefits Review, 24(6), pp.24~29 (1992)
- Cahuc, P., "Profit sharing: Does it increase productivity and employment? A theoretical model and empirical evidence on French micro data", Labour Economics, 4, pp.293~319 (1997)
- Kandel, E., "Peer Pressure and Partnerships", Journal of Political Economy, 100(4), pp.801~817 (1992)
- Kato, T., "Advances in the Economic Analysis of Participatory and Labor-Managed Firms", pp.111~135 (2010), J. S. Ryu
- Origo, F., "Flexible pay, firm performance and the role of unions. New evidence from Italy", Labour Economics, 16(1), pp.64~78 (2009)
- Piekkola, H., "Performance-related pay and firm performance in Finland", International Journal of Manpower, 26(7–8), pp.619~635 (2005)
- Robinson, A., "Employee financial participation and productivity: An empirical reappraisal", British Journal of Industrial Relations, 441(1), pp.31~50 (2006)
- Salop, S. C., "A Model of The Natural Rate of Unemployment", American Economic Review, 69(1), pp.117~125 (1979)