지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2016.5
- 수록면
- 374 - 383 (10page)
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초록· 키워드
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The purpose of this study is to analyze the determinants of pay satisfaction of dental employees.
The questionnaire used in this study consists of personal characteristics, characteristics of workplace, administration of pay, Pay satisfaction questionnaire (PSQ). PSQ was translated, and backward translation into korean was implemented. A pilot test was conducted with 25 dental employees to complete the questionnaire. Survey was conducted from February to July in 2015, receiving 323 valid responses. Anova or t-test was conducted with categorized characteristics, by calculating pay satisfaction scores. Principal factor analysis which is an exploratory factor analysis was conducted to investigate the consistency of pay satisfaction. Multiple regression analysis was conducted to investigate how much effect the variables have on pay satisfaction.
The result of principal factor analysis showed that pay satisfaction consists of 3 factors which are ‘paying system’, ‘pay level’, ‘benefits’. ‘Pay raise’ which was one of 4 factors of original PSQ was not the factor of pay satisfaction of dental employees. The result of analysis of characteristics showed that the scores of paying system between dental clinic and dental hospital had significant difference. The result of multiple regression analysis showed tendencies pay satisfaction increases when age and monthly income increases and whole career and the number of unit chairs decreases.
Increasing the autonomy of employees and simplification of paying system would improve pay satisfaction efficiently. When age increases, the pay level increases because of the seniority-based pay structure, and this leads to the higher satisfaction. The higher amount of pay leads to higher satisfaction. The expectation over pay increases relatively higher than the increase of pay level and this leads to the less satisfaction. When the number of unit chairs is fewer, the workplace is smaller, so the employees have more autonomy, and this leads to higher satisfaction.
The questionnaire used in this study consists of personal characteristics, characteristics of workplace, administration of pay, Pay satisfaction questionnaire (PSQ). PSQ was translated, and backward translation into korean was implemented. A pilot test was conducted with 25 dental employees to complete the questionnaire. Survey was conducted from February to July in 2015, receiving 323 valid responses. Anova or t-test was conducted with categorized characteristics, by calculating pay satisfaction scores. Principal factor analysis which is an exploratory factor analysis was conducted to investigate the consistency of pay satisfaction. Multiple regression analysis was conducted to investigate how much effect the variables have on pay satisfaction.
The result of principal factor analysis showed that pay satisfaction consists of 3 factors which are ‘paying system’, ‘pay level’, ‘benefits’. ‘Pay raise’ which was one of 4 factors of original PSQ was not the factor of pay satisfaction of dental employees. The result of analysis of characteristics showed that the scores of paying system between dental clinic and dental hospital had significant difference. The result of multiple regression analysis showed tendencies pay satisfaction increases when age and monthly income increases and whole career and the number of unit chairs decreases.
Increasing the autonomy of employees and simplification of paying system would improve pay satisfaction efficiently. When age increases, the pay level increases because of the seniority-based pay structure, and this leads to the higher satisfaction. The higher amount of pay leads to higher satisfaction. The expectation over pay increases relatively higher than the increase of pay level and this leads to the less satisfaction. When the number of unit chairs is fewer, the workplace is smaller, so the employees have more autonomy, and this leads to higher satisfaction.
목차
ABSTRACT
Ⅰ. 서론
Ⅱ. 재료 및 방법
Ⅲ. 결과
Ⅳ. 고찰
참고문헌
참고문헌 (17)
참고문헌 신청
Ki HI, Chu JJ. The effects of four factors in pay
satisfaction on the continuance commitment of
employees. The journal of Human Resource
Management 2013;20(3):99-114.
Heneman HG, Schwab DP. Pay satisfaction: its
multidimensional nature and measurement.
International Journal of Psychology 1985;20(2):129-141.
García MF, Posthuma RA, Mumford T, Quiñones M.
The five dimensions of pay satisfaction in a
maquiladora plant in Mexico. Applied Psychology
2009;58(4):509-519.
Orpen C, Bonnici J. A factor analytic investigation of
the Pay satisfaction questionnaire. J Soc Psychol
1987;127(4):391-392.
Heneman RL, Greenberger DB, Strasser S. The
relationship between pay-for-performance
perceptions and pay satisfaction. Personnel
Psychology 1988;41(4):745-759.
Heneman HG, Schwab DP. Pay satisfaction: its
multidimensional nature and measurement.
International Journal of Psychology 1985;20(2):129-141.
García MF, Posthuma RA, Mumford T, Quiñones M.
The five dimensions of pay satisfaction in a
maquiladora plant in Mexico. Applied Psychology
2009;58(4):509-519.
Orpen C, Bonnici J. A factor analytic investigation of
the Pay satisfaction questionnaire. J Soc Psychol
1987;127(4):391-392.
Heneman RL, Greenberger DB, Strasser S. The
relationship between pay-for-performance
perceptions and pay satisfaction. Personnel
Psychology 1988;41(4):745-759.
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UCI(KEPA) : I410-ECN-0101-2016-515-002874156