Design Of Compensation System Research Articles

The influence of compensation system design on employee satisfaction

For years, small and medium enterprises have been the bases of economic development in Taiwan. However, with restricted domestic economic development, increasing manpower cost and severe pressure from the international operational environment, small and medium enterprises are now facing many obstacles due to inferior capacities. Many owners of small and medium enterprises have expressed the opinion that without the development of human resources, the economic sustainability of their companies will be jeopardized. Past studies on managerial models mostly treat large enterprises as subjects. However, can compensation systems of small and medium enterprises follow the same success model? Currently, there is a lack of related case data and studies in Taiwan. Therefore, this study treats small and medium enterprises as subjects, and intends to develop a successful compensation system design for human resource management and development in these subjects to enhance employee satisfaction. An empirical analysis demonstrates a positive correlation between employee satisfaction and job-based pay, skill-based pay and performance-based pay. In addition, some demographic variables reveal a moderating effect on this relationship. Key words: Compensation system design, employee satisfaction, compensation design.

Dynamic Design of Compensation System Based on Diversified Project Features–Taking the Project Manager as an Example

With the development and extensive application of project team work under the matrix organizational structure, the traditional compensation system based on the job-evaluation method has been greatly challenged. The job-evaluation method is designed to compliment functional or divisional structure in a static or at least stationary context, which is often ineffective and even counterproductive in the quick changing environments. This paper is an attempt to design a dynamic compensation model by setting a “project adjusting index” based on the key diversified project features. The objective is to primarily rationalize the firm’s pay structure, and to make project employee could be paid according to their contributions to the organization on the norm of equity.

Compensation research past, present, and future

Past compensation research has largely reflected organizational characteristics and personnel practices that had an internal rather than an external focus. Internal labor markets typically characterized organizations following WWII up until the 1980s. Consequently compensation research focused on issues related to managing compensation in this type of structure that emphasized areas such as internal equity, job evaluation, and individual reactions to pay. Recent changes in the environment have resulted in a greater role of external factors, such as external labor markets, market pricing, and external competitiveness, on compensation practice. While practitioners today have more of an external focus in compensation system design, present compensation research has not kept pace. In the following paper we argue there is a need to redirect future compensation research to include a consideration of external factors.

A deterministic/stochastic framework for power system harmonics modeling

A mixed deterministic/stochastic vector process able to describe the behavior of power system harmonics is discussed in this paper. The process consists of a framework where the recorded signal is decomposed in deterministic functions and a normalized gaussian vector. Validation resorts to measurements performed on medium voltage networks, showing that the model appears to be an effective tool for calculation of the statistical properties of the quantities which are usually involved in compensation-system design for electrical networks.

The Problem of Legitimacy in the Experience of Work-Related Back Injury

In an ethnographic study of work-related back injury, the problem of legitimacy was a central feature of workers' experiences. Injured workers encountered suspicion in their workplaces regarding the validity of their claims to back injury and their need for compensable time off work. The experience was associated, in most instances, with damaged relations at work and jeopardized job security. Underpinning workers' experience were the nature of medical knowledge on back injuries and the design of the workers' compensation system. The relationship of this analysis to the issues of malingering and moral evaluation in the workplace is examined, as is the possibility that the problem of legitimacy contributes to chronic disability from work-related back injury.

A note on the application of the workers' compensation system to agriculture

State workers' compensation systems provide a form of insurance coverage for workers injured in the course of employment and may provide incentives to employers to protect their workers from injury. Agricultural workers are covered in varying degrees by workers' compensation laws in about three-quarters of the states. An example from Massachusetts illustrates the effects of design of a workers' compensation system on farmers' costs of participation and incentives to protect farmworkers from safety hazards. ©1994 by John Wiley & Sons, Inc.

The Effect of Behaviour Monitoring and Uncertainty on the Use of Performance-Contingent Compensation

Abstract The objective of this study is to examine the effects of control system characteristics and perceived environmental uncertainty on the relative use of performance-contingent compensation. The results, based on a survey of division managers, indicate that monitoring ability is negatively associated with the use of performance- contingent compensation. In addition, monitoring is found to moderate the relationship between uncertainty and compensation system design. Whereas in non-monitoring firms, higher levels of uncertainty are associated with increased use of performance-contingent compensation, in monitoring firms, higher levels of uncertainty are associated with decreased use of performance-contingent compensation. These results support agency theory arguments that compensation structure is determined at least in part by concerns for economic efficiency.