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인적자원 관리시스템의 공정성 평가가 직무만족에 미치는 영향에 관한 연구 : 연봉제실시 기업을 중심으로 원문보기

  • 저자

    이건우

  • 학위수여기관

    昌原大學校

  • 학위구분

    국내석사

  • 학과

    經營學科

  • 지도교수

  • 발행년도

    2002

  • 총페이지

    iv, 83장.

  • 키워드

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T8935934&outLink=K  

  • 초록

    This study had several purposes. First, to theoretically review the human resource management system and job satisfaction, second, to establish the concept of equity, third, to build a research model by establishing the relationship among variables, fourth, to do an empirical analysis on the research model through SPSS, thus to verify the relationship among variables. And last, to elicit managerial implications related to equity evaluation in order to enhance the employees' satisfaction in merit pay system enterprise. The results of the research hypotheses are as follows: H₁: Human resource management system had a positive effect on equity evaluation H_(1-1): Self-Interest had a positive effect on equity evaluation. H_(1-2): group-value had a positive effect on equity evaluation. H₂: Equity evaluation had a positive effect on job satisfaction. H_(2-1): Distributive equity had a positive effect on job satisfaction. H_(2-2): Procedural equity had a positive effect on job satisfaction. H_(2-3): Interaction equity had a positive effect on job satisfaction. The managerial implications derived by this study are as follows. First, as managing variable numbers such as promotion, payment, and environment efficiently, the equity that employee feel will be higher. Second, employee' effort should be compensated as high as their performance. Third, there should be the system that employee can make decision officially. Fourth, the company should follow reasonable information when it evaluates or promotes employee. Fifth, the company should make relationship confidence with employee when it evaluates employee's performance as following fixed standard. Sixth, the company should show results about promotion, payment and merit rating to its employee. Seventh, it is important for the company to respect employee' personality and job. So, it needs the strategy to build relationship confidence with employee. Eight, CEO should build company culture to make the people can believe each other. Ninth, the company should make Decision making system and path through information to make employee as master. Finally, the company should have equitable standard in employee evaluation, employee treatment, and promotion. It make employee satisfy their job. The limitations of this study were as follows. First, validity and reliability of data collection methods used in this study were questionable because of the lack of past researches in Korea. Second, we used subjective indicators when evaluating variables. Our results thus could have incorrectly assessed equity and job satisfaction through the consumer's subjectivity. Third, results of this study were hard to be generalized because the cross sectional research method was employed in this study. Fourth, geography was one of the limitations. We selected respondents who purchased electronically in Masan, Changwon and Jinhae. Thus it was difficult to generalize the results of study.


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