The aim of this study was to identify the factors affecting the compensation system in Bank Melli Iran. This is an applied study carried out in the form of a descriptive-survey study. The statistical population of this study includes specialists and employees of Bank Melli Tabriz (N = 130); in this study, sampling was not performed and data were collected by census. The data collection tool was a self-administered questionnaire based on a five-point Likert scale. The validity of the questionnaire was confirmed by face-to-content validity method. Also, Cronbach's alpha coefficient of the questionnaire was equal to 0.89, which indicates that the questionnaire used has the desired reliability. Exploratory factor analysis method was used to analyze the data and extract the factors affecting the service compensation system in Bank Melli Iran. Friedman test was also used to rank the effective factors. Based on the results obtained in this study, six factors of financial services compensation, non-financial services compensation, job-related factors, underlying factors and interfering factors were identified as effective structures on the service compensation system in Bank Melli. The results of Friedman test also showed that financial services compensation has the greatest impact on the service compensation system in Bank Melli and compensation of non-financial services, job-related factors and underlying factors, individual factors, intervening factors are in the next priorities, respectively.

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 study evaluates the effect of corporate governance on the financial health of banks. In order to measure Eight components, (including the level of disclosure and transparency, efficiency of risk management processes, compliance with rules and regulations, board and composition, the status of the employee service compensation system, internal audit processes, the quality of group structures, and the characteristics of board of directors) and the financial health of banks, CAMELS model and a questionnaire on bank financial health were used. The statistical population of this research includes 85 people who work in the Stock Exchange Banks. This research has been done for the main hypothesis of multiple regression method by GMM method using financial statements and information of stock exchange banks during the period 1396 to 1398. The results shows that the level of disclosure and transparency, efficiency of risk management processes, compliance with rules and regulations, board and composition, the status of the employee service compensation system, internal audit processes, the quality of group structures, and The characteristics of board of directors have a direct impact on the financial health of banks; therefore, with the establishment of a good corporate governance system, the financial health of banks will be improved.

The purpose of this study was to Analysis and Model Presentation of the Service Compensation System in Employee Retention that Case Study of the General Directorate of Sport and Youth in Zanjan Province. The research method was of a correlative- descriptive type. The population and statistical sample of the study included all managers, experts and employees of the General Directorate of Sport and Youth in Zanjan Province. Data collection tool was a standard questionnaire whose reliability and validity were confirmed by Cronbach's alpha. The descriptive methods were used to analyze the data, and to determine the effects, was used the structural equation modeling (SEM) through the software PLS & SPSS. The results obtained for the path analysis show that the service compensation system with an intensity of «0.610», salary & wage «0.764», intra-organizational equality «0/824», Extra-organizational equality «0.832», reward «0.854» & insurance and pension «0/794» on the affect employee retention. Also were a significant relationship and positive between all variables of research and staff retention. The general directorate of sport and youth in zanjan province with a proper recognition of the effect of the service compensation system dimensions on the increase employee satisfaction will can provide the means to maintain them at the level organization.

Compensation for human resource services in knowledge-based organizations is a very essential concern due to the key role they play in the development of technology in the country. This research is intended to assess the present status of service compensation, and to propose a model of service compensation system in knowledge-based, technology-oriented organizations. This research follows a mixed method. The statistical population of the quantitative phase of the research contains 220 knowledge employees of the knowledge-based organizations of Sharif University of Technology who have left their organizations. Of these, 138 employees are randomly selected as the sample. The statistical population in the qualitative section consists of the managers and supervisors of knowledge-based organizations of Sharif University of Technology, 30 of whom are selected by snowball method. T-test and Friedman test are used for data analysis in quantitative phase of the research. For qualitative section, thematic analysis method is used. The results of the quantitative phase revealed that all sixteen components of service compensation, falling under five dimensions of “salary and wage”, “benefits”, “work-life balance”, “performance and cognition”, “career path opportunities and advancement”, were below average. Finally, five comprehensive themes including “internal intervening factors”, “external intervening factors”, “service compensation in the knowledge-based organization”, “individual consequences”, and “organizational consequences” were identified for designing a service compensation system model.

Management of services compensation system is among the most challenging functions of top management and human resources management in an organization because it has an important impact on accomplishment of goals of strategic organizations.By now theories related to “Payment System” such as job-based payment, individual-based payment, skill-based payment, performance-based payment, competence-based payment and various classes of jobs haven’t been able to answer to this questionthat: what’s actually the value of services done by a person in a job?

Over the past decade, a number of governments around the world have recognized the importance of the creative industries and have begun to develop policies to promote it. Creative industries have become an important component of knowledge-based economies and, in measurable cases, have a above-average share of growth and job creation. It seems that the most important feature of the creative industries is its human resources. Among human resource management activities, the payment system can influence employee decisions. According to the above, in this study, an attempt is made to design and explain the compensation model for employees of creative industries (case study; IRIB). Then, by examining the opinions of 10 professors and experts in the field of human resources and creative industries and experts of the Radio and Television News Agency, effective variables were identified and finally, using the data-based method, which is a cross-sectional research, the data during Collected a few weeks. The results showed that the category of appropriate reward system with 113 repetitions of code is in the first place, individual characteristics with the number of 88 codes are in the second place and superior performance with 33 codes is in the third place. This research showed that a service compensation system is correct. Implemented can provide an incentive for the quality of work and performance of employees. Similarly, a poorly monitored service compensation system can lead to low morale, unproductive performance, and even a high percentage of employee layoffs.

Research findings have revealed that entrepreneurial trends in Iranian state organizations have not succeeded and to rectify the situation entails reforming enhancing human resource management policies. Thus, based on Mirsepasi’s Model which is one of the underlying principles of human resource management system, the present study intended to offer an appropriate model for absorbing, supplying and adjusting human resources that can promote entrepreneurship in Iranian state organizations. To this end, the service compensation system, job design and employment management were selected from Mirsepasi’s Model and considered via confirmatory factor analysis. Based on expert judgement and Scott’s reliability coefficient, innovation, proactivity and flexibility were also selected as dimensions of corporate entrepreneurship in Iranian public sectors. The research population consisted of 18 active ministries of the Islamic Republic of Iran that were stratified into five categories of educational, economic, political-authoritative, cultural, welfare and general service ministries. Unit of analysis in this study was managers and experts in human resource management departments who were selected using convenience sampling from a single randomly selected ministry from each category. Further, the entrepreneurial hindrances were considered in human resource absorption, supply and adjustment employing LISREL software. The Model presented here is claimed to support innovation, proactivity and flexibility as identified aspects of entrepreneurship in state organizations via service compensation system employment recruitment and job design.

The purpose of this research is to provide a service compensation system with the approach of improving the employer brand in Refah Bank. The current research is applied in terms of purpose, exploratory in terms of data collection method, and qualitative and quantitative (mixed) in terms of data nature. The method of data collection and analysis was used in the qualitative part, interview type, and theme analysis method were used for analysis, and in the quantitative part, it was a questionnaire and structural equation modeling with the partial least squares (PLS) approach. The current research community was formed by experts and experts related to the research topic in Refah Bank branches as well as marketing professors in the university. In this research and the qualitative section, the opinions of 16 experts were used using the snowball sampling method. Also, in the statistical part of the research, based on the available sampling method and Cochran's formula, the opinions of 225 experts related to the research topic were used. The process of data analysis was done in two stages, which includes identifying the dimensions and components of the system through interviews and theme analysis; Validation of the research model is through questionnaire and structural equation modeling method with partial least squares (PLS) approach. The results showed that the service compensation system with the approach of improving the employer brand in Refah Bank has three main dimensions including system input indicators, system processes and system output indicators.

In this research, the researchers sought to formulate a desirable model of public administration reform in the Iranian Pension and Service Compensation System. To elaborate and develop a desirable model, the structural equation modeling technique with LISREL software was used to confirm the desirable situation. By comparing the current and desirable situation with the 23 items in the final stage, the results showed that there are many differences between the existing situation and the desirable one which need to be further worked out and planned in the 23 departments of workers 'and employers' representation in the formulation process. And enacting laws, empowering employees with trust funds Meeting, developing up-to-date regulations, creating think-tanks with investors and entrepreneurs, forecasting the process and results of the financial balance to take action, preparing transparency charts, estimating the financial risks of changing unemployment rates, rates Employment and changing retirement conditions to minimize future costs, long-term planning, paying attention to maintaining and enhancing the quality of services provided to retirees, engaging key stakeholders, including government, parliamentarians, ongoing item review. Macroeconomics (such as inflation) on the amount of pensioners' wages, the proportion of c Allowance for retirement benefits regardless of gender, etc.