earticle

영어

Nowadays, most of Korean companies have induced the annual wage system to reinforce their competition, even though they could not see the real expected effects by the system. Among various reasons, this study has focused on finding out the problems of the influence on the wage satisfaction and the organization commitment by the annual wage system in various organizational cultures in order to make the effective formation of the organization culture.46) This study has relied upon the reviews of some related books and the previous researches including the usages of the second hand data analysis. It has also tried to find out the actual proofs by examining the prepared questionnaires. For the model formation, based on the independent variables of the organizational cultures and characteristics, we have designed the research plans to find out the influence on the dependent variables of the organizational commitment by the parameters of the wage satisfaction with the annual wage system. We have analyzed the effective 268 questionnaires prepared for this hypothetical research model. The analyses are summarized as follows: Firstly, the hypothesis that the organization culture has the influence on the wage satisfaction shows negative value. In this regard, the hypothesis that the organization culture can influence on the wage satisfaction and the organization commitment is accepted. Secondly, the hypothetical influence of the organization culture on the organization commitment shows statistical value .Considering the effects of the organization culture on the organization commitment, the degree of the employees' organization commitment could be accelerated by the high formation of the organization culture in the companies. Thirdly, the hypothesis that the organization characteristics may influence on the wage satisfaction also shows the statistical value, which means that the organizational characteristics such as the size of the organization and the employers' traits can have positive influence on the wage satisfaction. Lastly, the hypothesis of the influence of the wage satisfaction on the organization commitment shows statistically valueless results. Contrary to the beliefs in the past, the organization commitment can be determined by the variables such as welfare system, self-satisfaction, self-development, etc. in the company, not by the wage alone. In conclusion, this study shows that, as the organizational cultures or characters have great influence on the organization commitment, more important are not the wage alone but the reasonable and powerful formation of the organization culture, the rational characters of industrial traits or empowerment, and the introduction of new management techniques even faced with some future dangers.