과업 상호의존성과 성과급 형태가 임금 만족에 미치는 효과

초록

Incentive System is one of the most effective technique in human resource management because it is intimately related to the motivation of organizational employees. To motivate employees, the incentive system should be designed based on the job characteristic. The purpose of this study is to examine the effects of task interdependence and types of incentive on pay satisfaction. The 231 self-reported questionnaires of employees in the 15 companies using incentive systems were used. Results indicated that the task interdependence by different job dimensions was statistically significant(F=9.777, p=.000), but the effect of the level of task interdependence on pay satisfaction was not significant(F=3.167, p=.077). However, the effect of different incentive types on pay satisfaction was significant (F=5.415, p=.001). Also the effect of the interaction of the level of task interdependence and different incentive types was significant (F=3.468, p=.024). Especially, the pay satisfaction was highest when the level of task interdependence was high and the employees received group(department)/team incentive. Pay satisfaction was comparable when employees received individual and organizational incentive regardless of the level of task interdependence. When received base(fixed) pay, the satisfaction was lower under the high task interdependence condition. These results suggest that the group/team incentive system might be an alternative plan to keep pay satisfaction of the performers under high task interdependence condition. Also, a job analysis about task interdependence is necessary to choose the effective incentive types. However, to generalize these results, more various job dimensions and employees should be examined. Future studies will be needed to provide appropriate indicators to organization.

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