논문 상세보기
pp.118-128
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.
2. 이론적 배경
2.1 분배공정성
2.2 절차공정성
2.3 임금제도의 유형 및 특징
2.4 임금수준 만족도
2.5 변수 간 관계 및 가설
3. 실증연구 방법
3.1 연구모형
3.2 설문지의 구성
3.3 조작적 정의
4. 분석 결과
4.1 표본의 특성
4.2 측정도구의 신뢰성 검증
4.3 측정도구의 타당성 검증
4.4 변수들 간의 상관관계 분석
4.5 가설 검증
5. 결 론
References
