• Title, Summary, Keyword: Pay satisfaction

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An Empirical Study on the Relationship of Justice, Pay Level Satisfaction and Pay System (공정성 요인, 임금수준 만족 그리고 임금제도에 관한 실증연구)

  • Lee, Jung-Gil;lee, Kwang-Hee
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.39 no.3
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    • pp.118-128
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    • 2016
  • 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.

Determinants of pay satisfaction of dental employees (치과 의료 기관 직원의 임금만족에 영향을 미치는 요인)

  • Bak, Yeong-Chan;Jeong, Seong-Hyeon;Bak, Seong-Nam;Kim, Eui-Jeong;Shin, Hosung
    • The Journal of the Korean dental association
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    • v.54 no.5
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    • pp.374-383
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    • 2016
  • The purpose of this study is to analyze the determinants of pay satisfaction of dental employees. The questionnaire used in this study consists of personal characteristics, characteristics of workplace, administration of pay, Pay satisfaction questionnaire (PSQ). PSQ was translated, and backward translation into korean was implemented. A pilot test was conducted with 25 dental employees to complete the questionnaire. Survey was conducted from February to July in 2015, receiving 323 valid responses. Anova or t-test was conducted with categorized characteristics, by calculating pay satisfaction scores. Principal factor analysis which is an exploratory factor analysis was conducted to investigate the consistency of pay satisfaction. Multiple regression analysis was conducted to investigate how much effect the variables have on pay satisfaction. The result of principal factor analysis showed that pay satisfaction consists of 3 factors which are 'paying system', 'pay level', 'benefits'. 'Pay raise' which was one of 4 factors of original PSQ was not the factor of pay satisfaction of dental employees. The result of analysis of characteristics showed that the scores of paying system between dental clinic and dental hospital had significant difference. The result of multiple regression analysis showed tendencies pay satisfaction increases when age and monthly income increases and whole career and the number of unit chairs decreases. Increasing the autonomy of employees and simplification of paying system would improve pay satisfaction efficiently. When age increases, the pay level increases because of the seniority-based pay structure, and this leads to the higher satisfaction. The higher amount of pay leads to higher satisfaction. The expectation over pay increases relatively higher than the increase of pay level and this leads to the less satisfaction. When the number of unit chairs is fewer, the workplace is smaller, so the employees have more autonomy, and this leads to higher satisfaction.

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A Confirmatory Investigation of the Multi-dimensionality of the Pay Satisfaction (임금만족의 다차원성에 대한 확인적 연구)

  • 이광희;이선규;이욱기
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.25 no.1
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    • pp.85-92
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    • 2002
  • This study investigated the multidimensionality of the pay satisfaction. A series of tests supported multidimensionality of the pay satisfaction. The items from the Pay Satisfaction Questionare(PSQ) loaded on their hypothesized dimensions and the dimensions were empirically distinct. These results supported the 4 dimensions suggested by H.G. Heneman and D.P. Schwab(1985). In this study we suggested favorable conclusions about the ability of the PSQ to measure pay satisfaction and the results are discussed in light of additional tests that may further substantiate the validity of the PSQ.

An Effect of Procedural Justice on Organizational Commitment : The Mediating Effect of Pay Satisfaction (절차공정성이 조직몰입에 미치는 영향 : 임금만족 매개효과)

  • Jang, Eun-Hye;Lee, Kwang-Hee;Jang, Eun-Young;Yoon, Byung-Hyun
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.41 no.3
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    • pp.97-107
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    • 2018
  • The purpose of this study is to verify the mediating effect of pay satisfaction on the relation between procedural justice and organizational commitment. A survey was conducted to examine the mediating effect of pay satisfaction on the responses of 529 employees. The study chose sex, age, education, position, job type and career as control variable, and the regression model which treated procedural justice as independent variable and organizational commitment as criterion variables were set. A pay satisfaction was supposed as mediating variable of these relationships. The data analysis was conducted by SAS 9.4ver and LISREL 8.80. The results of this study confirm underneath the followings. First, the relation of procedural justice and organizational commitment are significantly unique. Second, procedural justice are positively related to pay satisfaction. Third, pay satisfaction is significantly positively related to organizational commitment. Fourth, the pay satisfaction is partially mediated on the relationship between procedural justice and organizational commitment. This means that the pay satisfaction mediates the relation of procedural justice and organizational commitment. These results are different from the prior researches which had treated pay satisfaction as mediating variable of procedural justice and organizational commitment. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.

A Study on the Pay and Job Satisfaction of Clinical Nurses in Some Hospitals (이직율이 높은 일부 중소병원 간호사의 보수만족과 직무만족에 관한 조사연구)

  • Kim, Young-Hae;Kim, Soon-Goo
    • Journal of Korean Academy of Nursing Administration
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    • v.5 no.1
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    • pp.137-148
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    • 1999
  • The study was attempted to survey the pay and job satisfaction of clinical nurses in some hospitals. The period was Jan 6th through Jan 27th. 1997 and the subjects were 277 nurses working in 5 hospitals in Pusan city. This study was based on questionnaires which focused on the pay and job satis faction of the nurses. The following instruments were used for collecting the data: PSQ. JDI and MSQ on the scale of 1 being lowest to 5 being highest satisfaction. The analysis of collected data was executed by using SPSS/PC+. The results were as follows: 1. The main age level was 26-30 and the portion was 44.4%. The Mean of the monyhly pay was 930 ${\pm}$130 thousand won. 2. The average point of pay satisfaction was 2.17${\pm}$.61. 3. The average point of job satisfaction was 2.87 ${\pm}$.66. 4. The factors which affect the pay satisfaction were 'the size of hospital'. 'the joining of labor unions' and 'the amount of pay' . 5. The factors which affect the job satisfaction were 'the size of hospital'. 'the job rank' and 'the amount of In conclusion, nurses are not satisfied with their job and pay levels because of the size of the hospital and the amount of pay, In order to solve the problem of turnover. medium-sized hospitals need to standardize and modify the levels of pay, the structure and the system according to standards well established by large-sized hospitals.

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Analysis on Factors Influencing Pay Satisfaction of Social Workers in the Private Sector (민간부문 사회복지사의 보수만족에 영향을 미치는 요인)

  • Park, Kyung Su;Choi, Young-Kwang
    • Journal of Digital Convergence
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    • v.15 no.4
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    • pp.43-51
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    • 2017
  • The purpose of this study is to find influencing factors of the pay satisfaction of the social workers in the private sector and to suggest improvement plan. Therefore, we analyzed the overall condition of social workers' pay level and the factors affecting pay satisfaction. The main results are as follows. First, social workers had many female, advanced, disciplined, regular workers and were dissatisfied with the pay. Second, female, lower age, lower education level, higher level of pay, non - regular workers had higher pay satisfaction. Third, the main factors influencing pay satisfaction were the level of pay and welfare factors. Finally, we suggested practical and policy implications that reflect the factors of pay satisfaction of social workers.

Relationship between Organizational Citizenship Behavior and Level of Service on Pay Satisfaction for Employees at Small and Medium Sized Hospitals with an Annual Salary System Introduced (연봉제가 도입된 중소병원 일반직원의 임금만족과 조직시민행동 및 서비스 제공 수준 간의 관계 연구)

  • Lee, Jung-Woo
    • The Korean Journal of Health Service Management
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    • v.9 no.3
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    • pp.1-11
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    • 2015
  • Objectives : The aim of this study was to identify the relationship between Organizational Citizenship Behavior (OCB) and quality of service (QoS) on pay satisfaction for employees at small-and medium-sized hospital that adopted an annual salary system. Methods : The subjects were 136 employees working at 2 Small-and Medium-sized Hospitals in Seoul and Daejeon. The data were collected from May 11 to May 22, 2015 using a structured questionnaire. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, ANOVA and Scheffe test were used with the SPSS 21 package. Results : The mean score for pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system was 1.74. The mean score for OCB and QoS was 4.02 and 4.43, respectively. The pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system were positively related to the OCB. Pay satisfaction was positively related to the QoS; however, it was not statistically significant. The OCB and QoS showed a significant difference in age, marital status, and education level. Conclusions : Small and Medium sized Hospitals have to develop an efficient pay management system which evaluates the CSFs and KPI of every department or staff member.

The Effects of Mobile Application Quality on Satisfaction and Intention to Pay Mobile Application (모바일 애플리케이션의 품질이 사용자 만족과 애플리케이션 지불의도에 미치는 영향)

  • Kim, Sang-Hyun;Park, Hyun-Sun
    • The Journal of Information Systems
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    • v.20 no.3
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    • pp.81-109
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    • 2011
  • The increase in the number of smartphone users has recently been steep, which started to offer companies and individuals more opportunities to enter into a new business field. Furthermore, the smartphone applications have become one of the hottest topics inside and outside the mobile industry. Still the market is in its infancy and intention to pay of charged application of most smartphone users is relatively low. However, rate of charged application in appstore is expected to be increase steadily for some years to come. In this perspective, it is important to consider the smartphone mobile application. Research on smartphone application is still in its early stage. Thus, the purpose of this study is to find what are the effective factors on user satisfaction and intention to pay of mobile application. Based on information system success model, we proposed system quality(stability, usability, security), information quality(timeliness, accuracy, enjoyment) and service quality(reactivity, reliability, empathy) as factors to effect on user satisfaction in mobile application. The results showed that stability, usability, timeliness, accuracy, enjoyment, reactivity and empathy affected significantly user satisfaction. The relationship among satisfaction and intention to pay of mobile application was significantly supported. The implications of the findings is that firms and individual developers of mobile application should focus on customer retention through enhancing satisfaction and quality.

The Effects of Pay Satisfaction on Job Satisfaction and Turnover Intention (임금만족이 직무만족과 이직의도에 미치는 영향)

  • Zhou, Sicong;Lee, Jeong Eon
    • The Journal of the Korea Contents Association
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    • v.16 no.10
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    • pp.693-700
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    • 2016
  • The current study examined the relationship between satisfaction with pay and performance. The purpose of this study is not only to analyse the effect of pay satisfaction on job satisfaction and turnover intention, but to verify the moderating effect of LMX in order to provide a useful theoretical and managerial implication. The empirical results reveal that satisfaction of pay positively affects job satisfaction, but has a negative impact on turnover intention. It is also found a moderation effect of LMX between pay satisfaction and performance. The empirical results imply that an effective compensation management should be applied and an enhanced LMX effort has to be made to motivate employee.

Job Satisfaction Influenced Personal Traits among Officers and Noncommissioned Officers Working in Army Hospital (군병원 간부들의 개인적 성향에 따른 직무 만족도)

  • OH Jung Yi;Jung Moon Sook
    • Journal of Korean Public Health Nursing
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    • v.9 no.1
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    • pp.1-16
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    • 1995
  • The purpose of this study was to find out and analyze the satisfaction degree related to job by general characteristics, satisfaction factors. This survey was based on the questionnaire method. The sample consisted of 51 noncommissioned officers, 72 administrative officers and 160 nurse officers from army hospitals. The data were collected from March 14 to April 18, 1994 and statistically analysed by percentage, mean and $x^2$ test. Factors of job satisfaction consist of 6 categories; job pristige, interaction, autonomy, task requirements, pay, and organizational requirements. The overall job satisfaction degree was $62.8\%$ in NCOs, $54.2\%$ in administrative officers and $33.3\%$ in nurse officers. The job satisfaction of NCCs increased in factors of job prestige (p<0.01), autonomy (p<0.05), task requirement (p<0.05), and was higher as age. There were statistically significant in the factors of pay in school background, Job prestige in rank (p<0.05). 'I'm OK and You're OK' type was $76.5\%$ which was the highest rate and A major personal traits also showed the highest job satisfaction $(63.7\%)$. There were significant difference between major personal traits and interaction (p<0.01), autonomy (p<0.05), organizational requirement (p<0.01), pay (p<0.05) and task requirement. The job satisfaction of administrative Officers was represented significant differences in factors of pay (p<0.05), task requirements (p<0.05) by school background. Long term Workers showed the highest job satisfaction and significant difference in factors of job prestige and organizational requirement (p<0.01). Job satisfaction in 'I'm OK but you're not OK' type was slightly high, and CP major personal traits also showed the highest job satisfaction. The job satisfaction of nurse officers was represented significant difference in factors of autonomy (p<0.01), job prestige (p<0.05), organizational requirement (p<0.05), and pay by age. In CP major personal traits. job satisfaction showed the highest rate (75.0)

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