성과급적 연봉제에 대한 만족이 국립대 교원의 직무만족, 조직몰입, 공직봉사동기에 미친 영향 The Effect of Performance related Pay System Satisfaction of National Universities on the Job Satisfaction, Organizational Commitment and Public Service Motivation
This study focuses on examining the effect of national university professors’ performance based annual salary system satisfaction upon job satisfaction, organizational commitment, and public service motivation. The results are as follows.Firstly, performance based annual salary system acceptability, effectiveness, premise fulfillment, fairness, performance based annual salary system satisfaction, wage satisfaction, job satisfaction, organizational commitment and public service motivation are analyzed to understand the overall reaction of national university professors to performance based annual salary system management. As a result, national university professors have had a negative reaction to the almost all basic elements of performance based annual salary system. They have a considerable dissatisfaction in managing the system including the acceptability, the fairness, the standard method and result of determining the performance based annual salary system. However, some positive reactions have shown on the job satisfaction, organizational commitment and public service motivation.Regression analysis in verifying the factors affecting performance based annual salary system satisfaction demonstrates that a positive effect is given to fairness, effectiveness, acceptability and premise fulfillment in the order named.
This study focuses on examining the effect of national university professors’ performance based annual salary system satisfaction upon job satisfaction, organizational commitment, and public service motivation. The results are as follows.Firstly, performance based annual salary system acceptability, effectiveness, premise fulfillment, fairness, performance based annual salary system satisfaction, wage satisfaction, job satisfaction, organizational commitment and public service motivation are analyzed to understand the overall reaction of national university professors to performance based annual salary system management. As a result, national university professors have had a negative reaction to the almost all basic elements of performance based annual salary system. They have a considerable dissatisfaction in managing the system including the acceptability, the fairness, the standard method and result of determining the performance based annual salary system. However, some positive reactions have shown on the job satisfaction, organizational commitment and public service motivation.Regression analysis in verifying the factors affecting performance based annual salary system satisfaction demonstrates that a positive effect is given to fairness, effectiveness, acceptability and premise fulfillment in the order named.
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