Pay Satisfaction Research Articles

Social Support, Pay Satisfaction, Work Ability, and Intention to Stay: A Case of Return to Work Program Participants

The main objective of this study is to examine the influence of social support and pay satisfaction on intention to stay among employees who have undergone return to work (RTW) program. Work ability is also assessed as the mediating variable to explain the indirect link between the independent and dependent variables. A survey was conducted among employees across various sectors in Klang Valley. A total of 187 responses were gathered and data was analyzed using Statistical Package for Social Sciences (SPSS) and Partial Least Square (PLS) 2.0. Based on the statistical analyses conducted, it was found that pay satisfaction was significantly related to work ability of RTW participants but social support did not pose any substantial impact on this outcome. Work ability was also reported to have exerted a significant impact on RTW participants’ intention to stay. Furthermore, the result indicated that work ability provided a significant mediating effect on the link between pay satisfaction and intention to stay. Drawing on the findings, discussions highlighted on the plausible reasons why pay satisfaction is crucial in enhancing work ability and ensuring RTW participants retain in their present employment. Finally, this study also provides important theoretical and practical ramifications for practitioners in developing measures to elevate the intention to stay among RTW participants.

Differential Impact of Pay Satisfaction Dimensions on Job Performance and Turnover Intentions in Pay for Performance Systems: The Mediating Role of Affective Commitment

The purpose of the present study was threefold. First, to test the validity of the dimensions of pay satisfaction in pay for performance systems. Second, to study the relative effects of different pay satisfaction dimensions on individual work outcomes. Third, to examine potential mediating role of affective commitment in the pay satisfaction-individual work outcome relationship. A two- sample cross-sectional survey conducted among sales executives and sales managers of two different organizations offer support for the distinctiveness of four pay satisfaction dimensions viz., fixed pay level, variable pay level, pay structure and administration, and variable pay procedure satisfaction. The findings of path analyses indicated that the dimensions differentially predicted the outcome variables. The results reported that affective commitment was not a significant mediator between pay satisfaction dimensions and work outcomes, except between variable pay level satisfaction and job performance in the first sample. However, affective commitment was significantly related to turnover intentions. Implications for theory and practice are discussed.

An Effect of Procedural Justice on Organizational Commitment : The Mediating Effect of Pay Satisfaction

An Effect of Procedural Justice on Organizational Commitment : The Mediating Effect of Pay Satisfaction

The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees

ABSTRACT Pay satisfaction (PS) and work–family conflict (WFC) are increasingly important to researchers and organizational scholars. This study tests the influence between PS and WFC in relation to turnover intention (TI). Using regressions, this study found that job satisfaction and organizational commitment mediate the effects of PS and WFC on TI. The findings provide fresh insights linking the job factors and TI. Managers should understand the needs of their employees in order to retain them. The identified solutions could help reduce turnover rates.

Influencing factors of nursing work environment in ClassII andIII hospitals of Guangdong Province

Objective To explore the influencing factors of nursing work environment in Class Ⅱ and Ⅲ hospitals of Guangdong Province. Methods Totals of 1 904 nurses of 133 wards from 23 Class Ⅱ and Ⅲ hospitals of Guangdong Province were investigated with the questionnaires in 2014. The hospital questionnaire was used to investigate hospital level, place and level of technical force. The ward questionnaire was applied to investigate ward types and the number of nurses. The nurse questionnaires included the general information questionnaire and the Practice Environment Scale of Nursing Work Index (PES-NWI) . The EpiData 3.1, SPSS 19.0 and MLwiN 2.32 were used to build a database, statistical description and multilevel models regression analysis respectively. Results A total of 71.6% of 1 904 nurses was dissatisfied with payment and 56.2% of them reported working overtime. The nurses, wards and general information of hospitals were taken as the explaining variable to be led into three-level model. The results showed that nurses who had low educational background (β=0.140-0.209, P<0.05) and high satisfaction with payment (β=0.138-0.513, P<0.001) were with high assessment for five aspects of work environment. Nurses whose work did not time out (β=0.064-0.076, P<0.05) , wards were with nurse-patient ratio reaching the standard (β=0.082-0.118, P<0.05) , were in surgical department (β=0.130-0.148, P<0.05) , whose hospitals was with a low level of technical force (β=0.093-0.209, P<0.05) had higher assessment for work environment than those were with work timeout, whose wards were with nurse-patient ratio not reaching the standard, were in Intensive Care Unit (ICU) , whose hospitals was with a high level of technical force (P<0.05) . Conclusions The influencing factors of nursing work environment assessed by nurses include initial educational background, payment satisfaction, working load (working overtime and nurse-patient ratio) , types of wards and hospital technical force. Creating a good nursing work environment needs to attach importance to building of talent team, improve payment satisfaction and guarantee manpower allocation to stabilize nurses team so as to fundamentally improve the quality of nursing service. Key words: Nurses; Nursing work environment; Influencing factors

Correlation Between Rewards and Commitment: An Empirical Investigation of Independent Financial Adviser in Malaysia

Do extrinsic rewards able to encourage employee commitment especially those in the professional industry and in high position? The purpose of this research is to critically examine the link between rewards and organisational commitment underpinned by motivation theory; Self-Determination Theory and Regulatory Focus Theory among Independent Financial Advisers (IFAs) in Malaysia. This research used a scaling questionnaire covering 2 categories on a 6-point Likert scale. The survey involved 260 IFAs registered with Securities Commission Malaysia using the SurveyMonkey web tools consisting of 18-item scale for measuring a three-component model of organisation commitment (Affective Commitment, Normative Commitment and Continuance Commitment) and a 14-item scale for measuring a five-component model of rewards (Extrinsic Rewards: Pay Satisfaction, Promotion and Team Support; Intrinsic Rewards: Autonomy and Participation in Decision Making). This research used a measurement model via Structure Modelling Equation (SEM) to find the factor analysis for each latent variable. The hypotheses tested clearly show that rewards have a positive and significant effect on organisational commitment. This research has been able to identify the most practical and effective rewards for IFAs. For extrinsic rewards, prospects of promotion have the most positive effect on employee commitment which can be translated into employee performance. Besides that, autonomy and participation in decision making able can foster intrinsic motivation among IFAs. Overall, employee commitment is one of the antecedent determinants of employee performance.

Ignorance Is Bliss, or Is It? The Effects of Pay Transparency, Informational Justice and Distributive Justice on Pay Satisfaction and Affective Commitment

Pay transparency—open access to comparative wages—may help reduce wage discrepancies and otherwise benefit organizations. A 2 × 2 × 2 between-subjects factorial design was used to test the effects of pay transparency, informational justice and distributive justice on pay satisfaction and affective commitment. Case scenarios were developed to manipulate these variables and test main effect and interaction hypotheses. Full-time employees in the United States ( N = 293) were recruited from Amazon’s MTurk. Results showed main effects of pay transparency and distributive justice on both pay satisfaction and affective commitment; an informational justice effect was revealed on affective commitment. Pay transparency had a larger effect on pay satisfaction when distributive justice was low than when it was high. Exploratory analyses revealed an interaction between pay transparency, gender and race on pay satisfaction. This study confirmed positive consequences of pay transparency policies, which are proposed to be a component of informational justice.

The Impact of Pay Satisfaction, Job Stress, and Abusive Supervision on Turnover Intention among Banking Employees

Pakistan banks cannot survive well without trained and experienced employees. Many researchers have reported the high turnover in banking sector. Therefore it was highly important to address this problem. The purpose of this study was to test the factors (pay satisfaction, job stress, and abusive supervision) influencing turnover intention among bank employees. This study collected the data from a sample of 100 bank employees both public and private banks in Vehari. The results showed that there was a significant negative effect of pay satisfaction on turnover intention and there was significant positive effect both job stress and abusive supervision on turnover intention. This study will be helpful to decision authority in banks to identify factors contributing towards turnover intention.

Relative Income and Pay Satisfaction: Further Evidence on the Role of the Reference Group

Social comparison is an important issue in the context of subjective well-being. Subjective well-being, including satisfaction with pay, is not only affected by individual salary but also by the salaries of members of a reference group. This paper studies the relationship between relative wage and pay satisfaction allowing the choice of reference group to vary across individuals. The paper utilizes a survey on working conditions and quality of working life that contains questions regarding the individual’s choice of reference group for income comparisons. The results indicate that even after controlling for reference group choice, both absolute and relative pay are significantly related to satisfaction with pay. Allowing the reference group to vary improves the overall performance of the model, however. We also present evidence that questions regarding relative pay are good predictors of satisfaction with pay.

Maakt zzp'er worden tevreden?

Does becoming a self-employed person give you job satisfaction? The solo self-employed in the Netherlands have higher job satisfaction on average than employees. It is unclear whether this is due to selection – people who become self-employed may have a more optimistic outlook on life – or whether this is caused by the change to becoming self-employed itself. We also do not know what happens to job satisfaction when people switch to self-employment more or less out of necessity, namely because they lost their jobs as an employee or were in danger of losing it. Longitudinal analyses on 144 employees who became solo self-employed and a comparison group of 10,518 people who remained with an employer (Dutch Labour Supply Panel 2004-2014) show that the higher satisfaction levels among the self-employed are due to the switch to self-employment. Autonomy, satisfaction with job content and overall job satisfaction grew among employees who set up as self-employed persons. Pay satisfaction and the match between work and private schedules did not change. Job satisfaction also rose among employees who had lost their job or had expected to lose it, and had changed to working as a self-employed person. Perhaps only people who really suit being an entrepreneur – also those among employees whose jobs are in danger – choose to work as a self-employed person. The results suggest that – from the perspective of worker satisfaction – there is no reason to contain the growth in the number of the solo self-employed.

An Analysis on Pay Satisfaction of Tourism Industry Employees in Jeju : Focusing on Hospitality Industry

An Analysis on Pay Satisfaction of Tourism Industry Employees in Jeju : Focusing on Hospitality Industry

The Relation between Vertical Communication with Employee’s Job Satisfaction

Vertical communication is one of a groove or the flow of communication is most common in an organization. Vertical communication is transformation information communication in organization which divided into two flow of communication ; communication from top to bottom ( downward communication ) and communication from the bottom to top ( upward communication ). Effective vertical communication will create an atmosphere of good work, positive feeling, even will create job satisfaction high on self of employees. This is what makes researchers want to know from the perspective of an employees whether there was an relationship between vertical communication with job satisfaction. The purpose of this research is to find the relationship between vertical communication with job satisfaction of Infomedia Nusantara Buahbatu Bandung’s employees. A theory that used in this research is Human Relations Theory. In this research, methods used is quantitative method, with the approach of correlational. To collect the data research, researchers used two technique data collection; primary data (questionnaire distribution) and secondary data (interview and literature). Analysis technique the data used is descriptive analysis and statistical analysis inferential technique. The population in this research encompasses 313 employees (agent) at Infomedia Nusantara Buahbatu Bandung Office, and the sample are 76 employees with simple random sampling technique. Research results have demonstrated that there is a significant relationship between Vertical Communication and Pay Satisfaction, there is a significant relationship between Vertical Communication and Promotion Satisfaction, there is a significant relationship between Vertical Communication and Supervision Satisfaction, there is a significant relationship between Vertical Communication and Coworker Satisfaction, there is significant relationship between Vertical Communication and Satisfaction with the Work Itself, there is significant relationship between Vertical Communication and Altruism, there is significant relationship between Vertical Communication and Status, there is significant relationship between Vertical Communication and Environment.

Impact of Procedural Justice on Organizational Commitment with Moderating Effect of Pay Satisfaction

The current study explored the relationship between procedural justice and organizational commitment with the moderating role of pay satisfaction. Furthermore, it also aimed to identify the impact of pay satisfaction on organizational commitment. The study was conducted based on the data collected from 400 employees from the telecom sector. The results of study revealed positive and significant impact of procedural justice and pay satisfaction on organizational commitment. It was also found that procedural justice plays a positive and significant role in enhancing organizational commitment behavior. Finally, the findings further suggested that pay satisfaction positively moderates the relationship between procedural justice and organizational commitment. Implications and suggestions are discussed for future research.

Influence of Demographic Factors and Pay Satisfaction on Career Satisfaction among Selected Employees in Redeemer’s University

Influence of Demographic Factors and Pay Satisfaction on Career Satisfaction among Selected Employees in Redeemer’s University

A Study of Pay Satisfaction Consequences in the Egyption Public Banks

The purpose of this study is to identify the bank employees’ perceptions of pay satisfaction and its implications on work related attitudes such as affective commitment and intention to stay in or leave the bank. This study examines both the direct effect of pay satisfaction on stay intention as well as the indirect effect which is mediated by affective commitment, and is conducted at the context of the Egyptian public commercial banks, with a sample of 253 employees. The data is analyzed using structural equation modeling with AMOS program to test the four hypotheses derived from the research model. Based on the analysis results, all path coefficients in the model are positively significant and all the hypotheses are supported. The results show as well that the effect of pay satisfaction on stay intention is fully mediated by affective commitment. All these findings contribute to a better understanding of how each dimension of pay satisfaction differentially affect the employees’ level of commitment and their stay intention in the banking context. This study provides guidelines to help the management of public sector banks understand the importance of viewing pay satisfaction as a total package of pay level, pay raise, pay benefits, and pay structure and administration, in a successful retention plan, and also how to retain valuable employees and increase both their commitment and satisfaction towards their work.

Examining the Curvilinear Relationship Between Income and Job and Pay Satisfaction

Abstract. Previous research has shown that income is related to both job satisfaction and pay satisfaction. However, this research has assumed that these relationships are linear. The current study investigated whether the relationship between income and job and pay satisfaction might be better understood using curvilinear models. Self-report data was obtained from 25,465 working adults in the US using a company rating web site, www.careerbliss.com . Results indicated that the relationship between income and job satisfaction was linear. However, income and pay satisfaction were found to have a significant curvilinear relationship such that people began reporting decreased pay satisfaction above income levels of $260,000. Additionally, supplementary analyses demonstrated that other facets of job satisfaction also had significant curvilinear relationships with income.

Determinants of pay satisfaction of dental employees

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.

Survey of pay satisfaction, job satisfaction and employee turnover in selected business organisations in Lagos, Nigeria

The study was an attempt at investigating the relatedness of pay satisfaction, job satisfaction and employee turnover in business organizations in Lagos Nigeria. Data were collected from workers of various organizations who were students of a part time educational programme in Lagos, Nigeria. Of the 140 questionnaires distributed to the survey participants, only 96 of the 120 questionnaire returned were usable. The survey used Pay Satisfaction Scale (PSS), the Minnesota Satisfaction Questionnaire (MSQ) and Turnover Intention Questionnaire (TIQ) as measures in the study. The data obtained were analyzed using Correlation Analysis and Regression Analysis. The results of the analysis indicated that the relationship between pay satisfaction and employee turnover intention was positive, this was the expected direction. The result also confirmed the second hypothesis that there was a positive association between pay satisfaction and job satisfaction and lastly the study suggested that, pay satisfaction and job satisfaction could jointly predict employee turnover. Implications of the findings to the challenge of achieving effective growth and enhanced organizational performance among managers were discussed.

Investigating The Influence Of Financial Reward On Lagos State University Staff Turnover Intention

This study investigated the nature of relationship between turnover intention and financial rewards.Turnover intention can be linked to a situation where motivators are not put in place to get the best out of workers.Simple random sampling techniques was used to select 400 staff (male, n=250, female, n=150) of Lagos State University. A self-administered questionnaire was used to collect data from the participants using Pay Satisfaction Scale (PSS) adapted from the Spector’s Job Satisfaction Scale and the Turnover Intention Scale (TIS) from Mobley, Horner, and Hollingsworth (1978).Pearson’s Product Moment correlation coefficient was used to analyze the data gotten from the participants. One hypothesis was tested and it was found that there is a significant positive relationship between turnover intention and financial rewards.This study recommends that pay satisfaction of workers should be an uttermost concern for the university management so as to reduce staff turnover intentions.

The Role of Work Culture in Mediating the Effect between Organizational Justice and Pay Satisfaction on Organizational Commitment

The Role of Work Culture in Mediating the Effect between Organizational Justice and Pay Satisfaction on Organizational Commitment