بررسی چگونگی تأثیر جبران خدمات بر عملکرد فردی: بررسی نقش میانجی انگیزش درونی و تعدیل‎کننده خودکامیابی و انتظار دریافت پاداش (مطالعه موردی: بانک ملت)

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 استاد گروه مدیریت بازرگانی، دانشکده مدیریت دانشگاه تهران، تهران، ایران

2 دانشیار گروه مدیریت بازرگانی دانشکده مدیریت دانشگاه تهران، تهران، ایران

3 استاد گروه منابع انسانی، دانشکده مدیریت دانشگاه تهران، تهران، ایران

4 دانشیار مدیریت دانشکده مدیریت و حسابداری دانشگاه شهید بهشتی، تهران، ایران

5 دکتری 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

موضوعات

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 Divandari 1
  • Mohsen Nazari 2
  • Seyed Reza Seyed Javadin 3
  • Abbasali Haji Karimi 4
  • Hamzeh Rayej 5
1 Prof. in Business Management, Faculty of Management, University of Tehran, Iran
2 Associate Prof. in Business Management, Faculty of Management, University of Tehran, Iran
3 Prof. in Human Resource Management, Faculty of Management, University of Tehran, Iran
4 Prof. in Human Resource Management, Faculty of Management and Accounting, University of Shahid Beheshti, Tehran, Iran
5 PhD. 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

استیری، مهرداد؛ دیواندری، علی؛ سید جوادین، سید رضا؛ خداداد حسینی، حمید (1394). شناسایی ابعاد بازارگرایی در صنعت خدمات بانکداری کشور با تأکید بر نقش منابع انسانی، فصلنامه مدیریت بازرگانی، 7(2)، 295-314.
حسنقلی‎پور، طهمورث؛ انصاری، منوچهر؛ الهی گل، اکرم (1391). بررسی تأثیر بازاریابی داخلی بر بازارگرایی در سازمان‎های خدماتی با تأکید بر نقش میانجی رفتار‌های شهروندی سازمانی و تعهد سازمانی. فصلنامه مدیریت بازرگانی، 4(11)، 39-54.  
راموز، نجمه؛ مشبکی، اصغر؛ احمدی، پرویز؛ خداداد حسینی، حمید (1391). سنجش میزان گرایش به بازاریابی داخلی در صنایع خدماتی (مطالعه موردی: صنعت بانکداری ایران). فصلنامه مدیریت بازرگانی، 4(4)، ؟؟؟-؟؟؟.  
 
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مدیریت بازرگانی
دوره 10، شماره 3
1397
صفحه 673-694

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