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بررسی چگونگی تأثیر جبران خدمات بر عملکرد فردی: بررسی نقش میانجی انگیزش درونی و تعدیلکننده خودکامیابی و انتظار دریافت پاداش (مطالعه موردی: بانک ملت) | ||
| مدیریت بازرگانی | ||
| مقاله 13، دوره 10، شماره 3، 1397، صفحه 673-694 اصل مقاله (401.17 K) | ||
| نوع مقاله: مقاله علمی پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jibm.2014.51039 | ||
| نویسندگان | ||
| علی دیواندری1؛ محسن نظری2؛ سید رضا سید جوادین3؛ عباسعلی حاجی کریمی4؛ حمزه رایج* 5 | ||
| 1استاد گروه مدیریت بازرگانی، دانشکده مدیریت دانشگاه تهران، تهران، ایران | ||
| 2دانشیار گروه مدیریت بازرگانی دانشکده مدیریت دانشگاه تهران، تهران، ایران | ||
| 3استاد گروه منابع انسانی، دانشکده مدیریت دانشگاه تهران، تهران، ایران | ||
| 4دانشیار مدیریت دانشکده مدیریت و حسابداری دانشگاه شهید بهشتی، تهران، ایران | ||
| 5دکتری مدیریت منابع انسانی، دانشکده مدیریت دانشگاه تهران، تهران، ایران | ||
| چکیده | ||
| هدف: جبران خدمات مهمترین جزء روابط استخدامی و یکی از سنگینترین هزینه‌های هر سازمانی است. مدیران منابع انسانی سازمانها و همچنین نظریهپردازان مدیریت در حوزه جبران خدمات، همواره به دنبال پاسخ این سؤال بودند که جبران خدمات چگونه بر عملکرد افراد تأثیر میگذارد؟ این تحقیق با هدف تبیین روابط بین جبران خدمات و عملکرد فردی و برای پاسخ به این سؤال اساسی اجرا شده است. روش: این تحقیق با استفاده از روش رگرسیون سلسلهمراتبی و بر مبنای اطلاعات واقعی حقوق و دستمزد و اطلاعات بهدست آمده از پرسشنامه توزیع شده میان 1950 نفر از کارکنان بانک ملت سراسر کشور، اجرا شده است. یافته‌ها: نتایج این تحقیق حاکی از آن است که تأثیرات پرداخت عملکردی بر عملکرد کارکنان در مقایسه با پرداختهای ثابت بیشتر است. همچنین خودکامیابی و انتظار دریافت پاداش در روابط بین پرداخت مبتنی بر عملکرد و عملکرد فردی، نقش تعدیلکننده دارند. بر مبنای بخش دیگری از یافته‌ها و بر اساس نتایج رگرسیون سلسلهمراتبی، در این تحقیق نقش میانجی انگیزش درونی در روابط بین پرداخت و عملکرد فردی تأیید نشد. نتیجهگیری: بر اساس نتایج پژوهش، ارتباط بین پرداخت و عملکرد مثبت و معنادار بوده و از طرفی قدرت اثر پرداخت عملکردی بر عملکرد فردی نسبت به پرداخت ثابت بیشتر است. همچنین خودکامیابی در رابطه بین پرداخت عملکردی و عملکرد فردی نقش تعدیلکننده دارد. این نتیجه مهم، از ساختار پرداخت صنعت بانکداری در ایران (و البته بیشتر سازمانهای ایرانی) ریشه میگیرد. | ||
| کلیدواژه‌ها | ||
| انتظار دریافت پاداش؛ انگیزش؛ پرداخت مبتنی بر عملکرد؛ جبران خدمات؛ خودکامیابی | ||
| عنوان مقاله [English] | ||
| Investigating the Effect of Compensation on Individual Performance: A Study on the Mediating Role of Internal Motivation and the Moderating Role of Self-efficacy and Reward Expectancy | ||
| نویسندگان [English] | ||
| Ali Divandari1؛ Mohsen Nazari2؛ Seyed Reza Seyed Javadin3؛ Abbasali Haji Karimi4؛ Hamzeh Rayej5 | ||
| 1Prof. in Business Management, Faculty of Management, University of Tehran, Iran | ||
| 2Associate Prof. in Business Management, Faculty of Management, University of Tehran, Iran | ||
| 3Prof. in Human Resource Management, Faculty of Management, University of Tehran, Iran | ||
| 4Prof. in Human Resource Management, Faculty of Management and Accounting, University of Shahid Beheshti, Tehran, Iran | ||
| 5PhD. in Human Resource Management, Faculty of Management, University of Tehran, Iran | ||
| چکیده [English] | ||
| Objective: Compensation is the most important part of the employment relationship and is, of course, one of the heaviest costs of any organization. Human resource managers as well as management theorists have always sought to answer the question of how compensation for services affects people's performance. This research has been conducted to explain the relationship between service compensation and individual performance in response to this fundamental question. Methods: This research was carried out using hierarchical regression method - based on real salary information. A questionnaire was used to collect data from 1950 employees of Mellat Bank throughout the country. Results: The results of this study indicate that the effects of pay for performance on employee performance are higher than fixed payments. In addition, self-success and the expectation of receiving rewards in the relationship between performance-based pay and individual performance play a moderating role. Also, based on the results of hierarchical regression, the mediating role of internal motivation in the relationship between payment and individual performance was not confirmed. Conclusion: The relationship between payment and performance is positive and significant, and the effect of pay for performance on individual performance is more than base-pay. Self-efficacy also has a moderating role in the relationship between performance pay and individual performance. This is a major consequence of the pay structure of the banking industry in Iran (and of course most of the Iranian organizations). | ||
| کلیدواژه‌ها [English] | ||
| Reward expectancy, Motivation, Pay for performance, compensation, Self efficacy | ||
| مراجع | ||
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