초록 열기/닫기 버튼
본 연구의 주요한 목적은 한국 기업을 대상으로 수평적 임금격차와 조직성과인 인당매출액, 인당영업이익과의 관계를 검증하고, 이 관계에서의 상황요인들의 조절효과를 검증하는 것이다. 외환 위기 이후 개인의 기여와업적에 따라 임금이 결정되는 연봉제가 널리 도입되었다. 그 결과로 조직 내 계층 간, 동일 계층 또는 동일직무 간에도 임금의 격차가 발생하게 되었다. 본 연구에서는 동일 계층 또는 동일 직무 간 발생하는 임금격차인 수평적 임금격차에 초점을 두고, 이 수평적 임금격차가 조직성과에 미치는 영향력을 검증하였다. 또한수평적 임금격차가 성과에 미치는 영향력에 있어 팀기반 조직구조, 성과평가 피드백, 성과배분제의 조절효과를검증하였다. 분석은 한국노동연구원의 사업체패널 2013년도와 2015년도 데이터를 병합하여 총 123개 사업체를 분석에활용하였다. 검증한 가설은 다음과 같다. 가설 1. 수평적 임금격차가 커질수록 조직성과에 부정적 영향을 미칠 것이다. 가설 2. 수평적 임금격차와 조직성과 간 관계에 있어서 팀 기반 조직구조는 그 효과를 약화시킬 것이다. 가설 3. 수평적 임금격차와 조직성과 간 관계에 있어서 성과평가와 피드백은 그 효과를 강화시킬 것이다. 가설 4. 수평적 임금격차와 조직성과 간 관계에 있어서 성과배분제는 그 효과를 강화시킬 것이다. 분석 결과, 수평적 임금격차와 성과(인당영업액, 인당영업이익)와의 유의한 관계는 확인하지 못하였다. 그러나 팀기반 조직구조가 수평적 임금격차와 인당매출액과의 관계에서, 성과평가 피드백이 수평적 임금격차와인당영업이익과의 관계에서 유의한 조절변수로 확인되었다. 또한 수평적 임금격차와 인당매출액, 인당영업이익의 관계에서 성과배분제의 유의한 조절효과를 확인할 수 있었다. 이러한 분석 결과를 바탕으로 본 연구의 이론적, 실무적 시사점과 함께 수평적 임금격차와 관련된 향후연구 방향을 결론에서 제시하였다.
The main purpose of this study is to examine the relationship between horizontal pay dispersion and organizational performance, per capita sales, and per capita operating income, and to examine the moderating effect of situational factors in this relationship. Yeon-bong Je, which determines wages depending on individual contributions and achievements after the financial crisis, was widely adopted. As a result, there has been a wage gap between the hierarchies within the organization, the same hierarchy or the same job. In this study, we focused on the horizontal pay dispersion, which is the wage gap between the same or the same job, and examined the effect of this horizontal pay dispersion on organizational performance. We also examined the moderating effects of team-based organizational structure, performance evaluation feedback, and group-based pay systems on the impact of horizontal pay dispersion on performance. This study verified research hypotheses and models using data from Workplace Panel Survey (WPS) of Korea Labor Institute in 2013 and 2015. Specific hypotheses are as follow: Hypothesis 1. The larger the horizontal pay dispersion, the more negatine impact on organizational performance. Hypothesis 2. A team-based organizational structure in the relationship between horizontal pay dispersion and organizational performance will weaken the effect. Hypothesis 3. Performance evaluation & feedback will enhance the relationship between horizontal pay dispersion and organizational performance. Hypothesis 4. The group-based pay system will strengthen the relationship between horizontal pay dispersion and organizational performance. As a result of the analysis, there was no significant relationship between the horizontal pay dispersion and the per capita sales and the per capita operating income. However, in the relationship between horizontal pay dispersion and the per capita sales, the performance evaluation feedback was identified as a significant moderator in the relationship between horizontal pay dispersion and the per capita operating income. In addition, a significant moderating effect of the group-based pay system was found in relation to the horizontal pay dispersion and the per capita operating income. Based on the results of this study, the theoretical implication of this study is as follows: First, we did not find any direct effect of horizontal pay dispersion on organizational performance. This indicates that there is a possibility of negative influence in addition to the positive aspects of performance-based wage systems. Also when introducing the performance-based compensation system, one should consider situational factors. Second, in the case of a team-based organizational structure, it is necessary to confirm the degree of horizontal pay dispersion, which may have a significant effect on performance. Furthermore, as the team performance is not effectively achieved due to the lower cohesiveness of workers, the positive effect of horizontal pay dispersion on organizational performance is likely to be offset. Third, we emphasize the importance of equitable appraisals that can compensate for the negative effects of horizontal payouts on performance. In order to successfully implement performance-based compensation, it is inevitable to supplement evaluation tools to ensure fairness of evaluation, reliability and validity of standards, seeking ways to reduce evaluator errors, feedback interviews ensure acceptability of evaluation results and grievance procedure.
키워드열기/닫기 버튼
Horizontal Pay Dispersion, Firm Performance, Team-based Organizational Structure, Performance Evaluation Feedback, Group-based Pay System
