Title page for etd-0903109-132350


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URN etd-0903109-132350
Author Peng-su Wang
Author's Email Address No Public.
Statistics This thesis had been viewed 5350 times. Download 3231 times.
Department Human Resource Management
Year 2008
Semester 2
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title The Influence of Employee Work Attitudes in Variable Pay, Risk Preferences and Pay Satisfaction
Date of Defense 2009-07-17
Page Count 103
Keyword
  • variable pay
  • job involvement
  • organizational commitment
  • pay satisfaction
  • risk preferences
  • Abstract Abstract
    A well designed salary system can influence employee’s work motivation and will reflect on their work performance. It would not be difficult to understand, based on the theory of expectancy, a linkage between reward and performance will motivate employee to work harder, and from which to create good performance and in turn to receive better rewards. That is to say a business which adopts an incentive reward system to motivate employee will receive better performance from them in a consistent manner and the end result is to improve the performance of the organization.
    In the past, there have been many researches on influence of salary system on pay satisfaction and working attitude of employee, but few has studied differences in individual risk preference which can interfere with pay satisfaction and to explore differences in risk preference of employee, the effect of variable pay on pay satisfaction and working attitudes.
    Through empirical analyses, it was found that:
    1. In an organization, an implementation of variable pay system will affect pay satisfaction. As salary links more closely with performance, employee’s pay satisfaction increases.
    2. The impact of variable pay on pay satisfaction is not influenced by individual risk preference. Due to differences in salary system to motivate employee, in the business this study concludes if employee is unaware of risk or incentive that is structured in the salary system, then there will be not interaction between difference in risk preference and variable pay system, and will also have no impact on salary satisfaction.
    3. Pay satisfaction will have an effect on work attitude of employee. The higher the pay satisfaction, the stronger the organization commitment and job involvement by the employee.
    4. Through pay satisfaction, variable pay will indirectly affect employee’s work attitude. A reflection on organizational commitment and job involvement due to salary variable as a result of performance change in part must pass through the intermediate effect of pay satisfaction.
    Keywords: variable pay, risk preferences, pay satisfaction, organizational commitment, job involvement
    Advisory Committee
  • Liang-Chin Huang - chair
  • Jin-Feng Uen - co-chair
  • Ping-Lung Hsin - advisor
  • Shyh-Jer Chen - advisor
  • Files
  • etd-0903109-132350.pdf
  • indicate accessible in a year
    Date of Submission 2009-09-03

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