임금에 대한 인식차이와 직무태도(Ⅱ)

• 영문명: A Study on the Job Attitudy and Perception Difference toward the Wage(Ⅱ)
• 발행기관: 인하대학교 산업경제연구소
• 저자명: 천명섭 양국명
• 간행물 정보: 『경상논집』경상논집 제13집 제1호, 141~162쪽, 전체 22쪽
• 주제분류: 경제경영 > 경제학
• 파일형태: PDF
• 발행일자: 1999.04.01

영문 초록

The importance of money as a motivator has been consistently downgraded by most behavioral scientists. They prefer to point out the value of challenging jobs, goals, participation in decision making, feedback, cohesive work teams, and other nonmonetary factors as stimulants to employee motivation. They insist that money doesn't motivate most employees in the workforce today to higher performance. We argue otherwise here - that money is the crucial incentive to work motivation. As a medium of exchange, it is the vehicle by which employees can pur-chase the numerous need-satisfying things they desire. Furthermore, money also performs the function of a scorecard, by which employees assess the value that the organization places on their services and by which employees can compare their value to others. Money's value as a medium of exchange is obvious. People may not work only for money, but take the money away and how many people would come to work? Attitudes are evaluative statements or judgments concerning objects, people, or events. They reflect how one feels about something. Viewing attitudes are made up of three components - cognition, affect, and behavior - is helpful toward understanding their complexity and the potential relationship between attitudes and behavior. Research has generally concluded that people seek consistency among their attitudes and between their attitudes and their behavior. When there is inconsistency, forces are initiated to return the individual to an equilibrium state where attitudes and behavior are again consistent. That is, attitudes affect behavior. The term job satisfaction refers to an individual's general attitude toward his or her job. The two terms, job attitudes and job satisfaction, frequently used interchangeably. But we used the two terms respectively. We study, here, if individuals who have different needs for money have also different job attitudes of not, and if individual's needs for money affect other variables. In this empirical research, sample group was 229 bank employees in banks in Inchon area in 1995. The data for this study were obtained by the questionnaire using Likert type scale. And Pearson correlation, T-test, and ANOVA program in SPSSWIN and LISREL 8.03 were used to analyze the collected data statistically. The sample was divided two groups: the higher need group for money and the lower need group for money. The model of this study is shown as follows: Major findings are as follows: 1. Most variables that affect Job Satisfaction are shown important, as insisted in the numerous studies so far, in the lower needs group, but not shown in the higher needs group. 2. Job Satisfaction doesn't affect Job Attitudes in the lower needs group, in some other way in the higher needs group. In this lower group Job Satisfaction is influenced by Psychological Support, but that is not linked with Job Attitudes. On the contrary, Psychological Support affects Job Attitudes directly. 3. The Characteristics of Organization and Jobs influence on Job Attitudes of both groups in the negative direction. These groups feel negative against their jobs and organization. Therefore they don't like to perform their tasks voluntarily and positively in such a rigid and conservative culture. 4. Psychological Support rarely affects Job Satisfaction in the higher group. People in this group seem to be satisfied in the job by the facilities, rules and regulation, and job security. But they are not so much interested in the relationship with colleagues, the care and concerns by superior, and home ambience. These are not shown in the lower needs group.

목차

1. 서론

2. 이론적 배경

3. 조사설계 및 자료처리

4. 결과분석

5. 결론

참고문헌

Abstract