جستجوی مقالات مرتبط با کلیدواژه "compensation system" در نشریات گروه "مدیریت"

The present study sought to identify the predictability of knowledge sharing based on the dimensions of toxic organizational climate among employees of educational institutions in Sarab using correlational design. The statistical population of this study was 1648 people and the corresponding sample size was 313 people. The sampling method of this study was stratified. After deleting Perth data using Mahalanobis index, the number of samples reached 286 and analyzes were performed on this number. To collect data, standard questionnaires of rural organizational toxic atmosphere and Dixon knowledge sharing were used. Data analysis using Pearson correlation test showed that toxic physical structure, toxic service reward and compensation system, toxic interpersonal relationships and toxic leadership have a significant relationship with knowledge sharing. Findings from stepwise regression analysis showed that the system of reward and compensation for toxic service and poisonous leadership can predict knowledge sharing. Due to the lack of significant effect of toxic physical structure dimensions and toxic interpersonal relationships on knowledge sharing, these dimensions were removed from the model by software. Findings showed that knowledge sharing in educational institutions can be predicted by some dimensions of toxic organizational climate; therefore, it is necessary to adopt and implement appropriate strategies to prevent the manifestation of toxic organizational climate dimensions and eliminate them.

The aim of this research is to develop a reward program for governmental organizations based on the Hay Group and indicators of decent work carried out as a case study, the General Directorate of cooporative labour and social welfare of Qom, was considered .

Design /Methodology /Approach:

 By referring to library documents and resources and obtaining expert opinions, the effective components on the payment of bonuses to the organization and management at the micro level have been identified. Then, by participating and interviewing five organizational academics and using the importance - performance analysis model, the importance of each component was determined. In order to measure the performance (current executive status) of the studied executive body, 15 employees by Random sampling was selected and according to the question, a survey was conducted.

After analysis according to the model IPA The findings showed that there is a gap between the desired situation and the current situation in the reward payment system, and the components of performance - cognition, support and social dialogue, need more focus and strengthening. Continuity of salary components is desirable and necessary, but an exaggeration is seen in using some components of work - life balance and benefits and it is necessary to control it. In addition, the component of research opportunities has low importance in developing a reward strategy.

Limitations and Consequences: 

The present study is limited to the rewards for a governmental organization (case study), so its application addresses the micro level of rewards of similar government organizations. It is suggested that in future studies, with wider sampling, other types of organizations be studied from a macro perspective.

Practical Consequences: 

Managers and researchers can use the results of this research to review the status of their organization and develop and improve reward strategies.

Innovation or value of the article: 

This research, by providing an innovative and integrated frame work, is considered as a good guide to identify gaps and weaknesses in compensation systems and improve reward strategies, and in this regard, suggestions in the form of relationship rewards and more effective exchanges, provided .

Focusing on the diversity of human capital in organizations and its possible role in the effectiveness of the compensation system, the purpose of this study was to predict the effectiveness of the compensation system for various types of human capital in Police Force of Qazvin Province.

The present research is descriptive, and it is applied in terms of purpose. The statistical population of the study includes 53 senior, middle, and operational managers of Qazvin Police Force, of which it was possible to access the opinions of 46 of them. The assessment tool was a questionnaire. In order to analyze the data, network analysis methods and fuzzy inference system were used.

According to the results, the effectiveness of the service compensation system varies according to its types of human capital. Priority of the elements of compensation for core human capital included perquisites, rewards, salaries, benefits, welfare services, awards; for idiosyncratic human capital: salaries, benefits, perquisites, rewards, welfare services, awards; for compulsory human capital: salaries, benefits, welfare services, rewards, awards, perquisites; for ancillary human capital: benefits, rewards, salaries, welfare services, awards, perquisites respectively. Also, the evaluation of the model in the police force suggested that the most observed effectiveness belongs to compulsory human capital.

The most important achievement of this article is designing an effective compensation system in the Police Force, which will dynamically determine the amount of output based to the amount of inputs. This model can be used to predict the effectiveness of the service compensation system.

Given the nature of the tasks and the importance and sensitivity of the missions of the Ministry of Energy, it is necessary that the staff payment system be efficient. The purpose of this study is to design a model of compensation system for employees of the Ministry of Energy. The research is a type of development-applied research and has an interpretive paradigm. In order to analyze the data, the methods of theme analysis, confirmatory factor analysis were used. The results of the theme analysis, which was conducted by semi-structured interviews with expert opinion, showed that the compensation system has six main dimensions, including Job wage, Personal wage, special allowance, performance bonus, awards and welfare, as well as It has 18 as well as 18 components including working with data, tools and people, key jobs and employees, organizational sensitivity , specific areas, education, length , personal, organizational and strategic performance, merit  and Distinguished award, fiscal and social welfare. In the next step, confirmatory factor analysis was performed to validate the model designed with a questionnaire and a survey of 384 human resource managers and experts. The results confirm the factor structure of the designed model. By providing a practical model, the research model having appropriate efficiency in the Ministry of Energy, has created a balance between fixed and incentive payments and covers the weaknesses of the compensation system of Civil Service Law.

Administrative factors and especially those which are relevant to human resource management are considered as threatening factors of administrative integrity in Iran and employees' compensation system is one of them; so if there is no ideal employees' compensation system, they would probably commit corruption in order to reach their self-interests or confront economical problems. Accordingly, we are going to present a model of employees’ compensation system toward administrative integrity.

This research is based on Interpretive Paradigm and Interpretive Structural Modelling (ISM). The research is an applied one and the way of extracting data is an interview. The statistical population of the research is experts of the administrative and recruitment organization and the method of sampling is Purposive sampling method.

compensation system of employees results in administrative integrity on condition that concludes seven components which are "internal controls", "justice procedures", "performance-based compensation", "legal procedures", "transparent procedures", "documentary procedures", and and "motivational compensation". Results show that four components of the model are embedded in the linkage cluster, concluding "internal controls", "documentary procedures", "transparent procedures" and "justice procedures". These components are dynamic; hence any change of them would affect all the system. Components which are embedded in Autonomous cluster conclude "legal procedures" and "performance-based compensation" which imply influence and direction power of them in the model. Also, the component "motivational compensation" is embedded independent cluster which means high dependency of this component in contrast with the other components of the model.

The compensation system of employees toward administrative integrity should have transparent and documentary procedures and also give priority to justice. Likewise, the effectiveness of the compensation system of employees to develop administrative integrity depends on the existence of legal procedures and regulations, settlement of internal controls, motivational compensation and performance-based compensation.

The compensation system is one of the key factors in improving employee performance and motivating them. On the other hand, due to its predominant material nature, it is also an important factor for employers. Despite the importance of this discussion, the comparative study of the rewards and compensation system in the various countries of the world has not been fully implemented. This paper examines the status of employee remuneration and remuneration in the three continents of America, Europe and Asia - as part of the research effort that has been made; as a result, a number of countries in each region receive compensation for external rewards. The results of this study show that more human resource management studies are oriented toward a pattern of common practices in North America. While it is possible that, given the state of culture, laws, regulations, institutions and other orientations, generalizing its human resources policies to any point in the world may have its own challenges.

The purpose of this study was to investigate the effect of burnout and job stress on job satisfaction with the mediating variable role of compensation system among Zanjan University staff. The research is applied in terms of purpose and in terms of method, it is a descriptive correlational survey. The statistical population includes 399 managers and staff of Zanjan University. A sample of 195 people was selected using the Cochran formula and simple random sampling. To collect data, Job Burnout Questionnaire (Maslach, 1985), Job Stress Questionnaire (Turnich & Spielberger, 1991), Job Satisfaction Questionnaire (Minnesota, 2009), Service Compensation System Questionnaire (Seifert & Tag, 1998) with changes have been used. Validity of the questionnaire was confirmed by content validity and factor analysis (KMO = 0.825) and its reliability was confirmed by Cronbach's alpha coefficient for job burnout (0.813), job stress (0.755), job satisfaction (0.763), and service compensation system (0.811).  Descriptive and inferential statistical methods were used for data analysis. SPSS software was used for descriptive and inferential analysis. The results of the study using Pearson correlation coefficient and regression analysis showed that job burnout and job stress and service compensation system affect job satisfaction; on the other hand, job burnout and job stress through the compensation system affect job satisfaction, and job stress also affected job burnout.

This article aimed at examining the deficiencies of compensation system in Iran’s Public Sector. The main question is: “what deficiencies the Iranian Public Sector compensation system are facing?” To answer this question, we began an exploratory studies including; the review of the literature, the analysis of archival data on formal governmental institutions, as well as the laws and regulations followed by a comparison of practices in several countries. In this qualitative cross-sectional study, data was collected through field observation, the government documents and archive materials and semi-structured interviews. To proceed this pathological study, we selected interviewees from Iranian political and administrative experts who were selected based on a purposive and snowball sampling approach. A thematic analysis was used for interpretation of interviews.  The study results indicate that the compensation system of Iran’s Public Sector, in addition to structural deficiencies, suffer from a number of Contextual factors; unclear budgeting system, inadequate taxation system, weak performance management system, demerit system, multiple paralleled decision-making authorities, weak transparency and monitoring, a deformed diversification of compensation orderliness, weakness in managerial, financial and legal structures of governmental agencies and weak legal nature of certain executive agencies.

One of the most complicated issues of the system of human resource management is the process of salary and wage. The issue has always been encouraging the scholars to assess the realization of the objectives of the system of salary and wage. Chapter 10 of the law of countrywide service management is considered a great development in designing the system of salary and wage which has been implemented in recent years requiring a serious pathology on the fulfillment of objectives. Accordingly, the main question of this study concerns the most important disease of the effectiveness of the system of services compensation in the law of countrywide services management. The statistical population of the research consists of all the managers and experts working at Tax Affairs Organization at Qom province using simple random sampling procedure. The data collection has been conducted through in-person distribution of questionnaire using field-descriptive research method. The results have been obtained using ANOVA t-test suggesting that all the objectives of the research have been fulfilled except the aim of improving employee's performance. At the end, some suggestions have been made on the basis of the results.