Effect of pay satisfaction on organizational commitment Mediating effect of organizational trust

Main Article Content

Kwangsu Moon
Hangsoo Cho
Kyehoon Lee
Shezeen Oah

Abstract

The purpose of the present study was to examine the relative influences of sub-constructs of pay satisfaction on the sub-constructs of organizational commitment. This study also examined whether organizational trust has mediating effects on the relationships. Data were collected from 410 workers employed in a variety of organizations and a hierarchical regression was conducted to test hypothesis. Results indicated that the satisfaction for pay level has positive influence on continuance commitment, the satisfaction for pay system/management has positive influence on affective commitment and negative influence on continuance commitment, and the satisfaction for benefits has positive influences on all sub-constructs of organizational commitment. Also, the satisfaction for pay system/management and benefits has positive influences on the trust in management and members. The trust in management has negative influence on continuance commitment and the trust in members has positive influences on affective and normative commitment. In addition, the trust in members mediated partially the relationship between the satisfaction for pay system/management and affective commitment, and between the satisfaction for benefits and affective and normative commitment. The trust in management mediated partially the relationship between the satisfaction for pay system/management and continuance commitment, and between the satisfaction for benefits and continuance commitment.

Metrics

Metrics Loading ...
 

Article Details

Section
Empirical Articles

References

구자숙 (2005). 조직내 신뢰: 개념화와 연구동향. 한국심리학회지: 사회문제, 11, 69-93
권안용 (2010). 호텔종사원의 경영진 신뢰가 직무불안감과 조직몰입의 관계에 미치는 매개효과 연구. 관광경영연구, 44, 1-24.
김기근, 문 명, 조윤형 (2013). 조직구성원들의 조직비전 인식과 조직변화에 대하 태도와의 관계-조직신뢰의 매개역할-. 인적자원관리연구, 20(3), 115-143.
김대원, 박민철 (2012). 조직공정성과 조직성과간 신뢰의 매개효과: 구조방정식모형 접근. 지방정부연구, 16(1), 47-66.
김성한 (2010). 임금의 공정성 지각이 구성원의 신뢰 및 조직몰입에 미치는 영향 연구: 중소운수업을 중심으로. 숭실대학교 석사학위 청구논문.
김왕배, 이경용 (2002). 사회자본으로서의 신뢰와 조직몰입. 한국사회학, 36(3), 1-23.
김용순, 안대희 (2008). 호텔기업에 있어 구조조정 상의 공정성 지각이 경영진의 신뢰, 직무만족 및 조직몰입에 미치는 영향. 마케팅과학연구, 18(1), 115-139.
김원형 (1995). 조직몰입 세 성분의 모형의 개념화. 한국심리학회지: 산업 및 조직, 8, 12-35.
김원형, 남승규, 이재창 (2006). 신산업 및 조직 심리학. 서울: 학지사.
김호균 (2008). 조직신뢰, 상사신뢰와 조직효과성. 행정논총, 46(1), 177-209.
김호정 (1999). 신뢰와 조직몰입. 한국행정학보, 33(2), 19-35.
문광수, 이재희, 오세진 (2011). 조직몰입이 안전행동에 미치는 효과: 안전 분위기의 조절효과. 한국심리학회지: 산업 및 조직, 24(1), 51-73.
문상정, 서철현, 양진연 (2012). 호텔기업의 복리후생제도가 종사원의 직무만족, 조직몰입, 이타적 행위에 미치는 영향. 관광연구, 27(1), 131-152.
박광국, 도운섭, 박선희 (1999). 조직신뢰도의 결정요인에 관한 연구. 한국정책학회보, 8(3), 121-144.
박성민, 김민영, 김민정 (2013). 개인-직무 및 개인-조직 간 적합성이 조직결과에 미치는 영향력 분석-신뢰의 매개효과를 중심으로-. 한국행정논문, 25(2), 557-594.
서재현 (2000). 조직공정성이 조직후원인식에 미치는 영향에 관한 연구: 상사에 대한 신뢰의 매개역할을 중심으로. 경영학연구, 29(3), 451-472.
서철현, 김상범 (2005). 호텔종사원들이 지각하는 임금만족이 조직몰입과 조직후원인식에 미치는 영향. 관광연구, 19(3), 27-43.
심영국, 류재숙 (2006). 호텔의 인사정책 공정성과 임금만족도가 직무만족 및 조직몰입에 미치는 영향-서울 시내 특급 호텔을 중심으로-. 호텔관광연구, 23, 15-34.
심원술, 전옥규 (2006). 보상의 공정 지각이 조직몰입에 미치는 영향에 관한 실증연구: 신뢰 유형의 매개 역할을 중심으로. 인력개발 연구, 8(1), 69-98.
안세길 (2007). 호텔 종사원의 임금 만족 및 인사 공정성이 직무 만족과 조직 몰입에 미치는 영향. 한국조리학회지, 13(4), 151- 163.
이범진, 박세영 (2013). 물리적 환경과 안전행동 간의 관계: 조직몰입의 매개효과와 안전 분위기의 조절효과. 한국심리학회지: 산업 및 조직, 26(4), 555-577.
이순묵, 탁진국, 한인수, 황규대 (2007). 인적자원관리 프론티어. 서울: 박영사.
이용운 (2000). 임금만족 측정도구의 타당성 평가: KPSQ를 중심으로. 산업관련연구, 10(1), 85-103.
이은경, 탁진국 (2010). 상사의 정서지능이 부하의 조직몰입, 직무만족에 미치는 영향: 리더행동의 매개효과를 중심으로. 한국심리학회지: 산업 및 조직, 23(1), 1-25.
이홍, 탁진국 (2001). 신뢰경영지수 조사결과 발표회. 한국생산성본부.
장우석 (2007). 임금공정성 지각이 조직시민행동에 미치는 영향에 관한 연구: 조직신뢰와 상사신뢰를 조절변수로. 한양대학교 대학원 석사학위 청구 논문
전영수, 전규미, 김영식 (2012). 호텔기업 종사자의 구조조정 공정성 지각, 경영진 신뢰, 직무만족, 조직몰입, 직무스트레스 간의 관계 연구-부산지역 특급호텔 영업직 부서 중심으로-. 관광연구저널, 26(4), 181- 205.
정연앙 (1992). 조직몰입의 결정요인에 관한 연구. 한국노동연구, 3, 5-26.
정연앙, 손일상, 최재환 (2003). 임금만족이 조직몰입에 미치는 영향에 관한 연구: 노조 가입 여부를 중심으로. 산업관계연구, 13(1), 87-106.
채창일 (2009). 보상에 대한 공정성인식이 임금만족, 조직몰입에 미치는 영향-조직신뢰를 매개변수로 하여. 경영논총, 30, 271- 302.
최동주, 이묘숙, 최용석 (2010). 조직신뢰와 조직시민행동간의 다차원적 조직몰입 매개효과 검증: 외식기업을 중심으로. 한국기업경영학회지, 17(2), 23-41.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational and Organizational Psychology, 63, 1-8.
Balfour, D. L., & Wechsler, B. (1996). Organizational commitment: Antecedents and outcomes in public organizations. Public Productivity and Management Review, 19(3), 256-277
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Becker, T. E. (1992). Foci and bases of commitment: Are they distinctions worth making? The Academy of Management Journal, 35(1), 232-244.
Bussing A. (2002). Trust and its relations to commitment and involvement in work and organizations. SA Journal of Industrial Psychology, 28(4), 36-42.
Butler, J. K. (1991). Toward understanding and measuring conditions of trust: Evolution of the conditions of trust inventory. Journal of Management, 17(3), 643-63.
Carnevale, D. G. (1995). Trustworthy government: Leadership and management: The press and the public good. Oxford: Oxford University Press
Carraher, S. M. (1991). A validity study of the pay satisfaction questionnaire (PSQ). Educational and Psychological Measurement, 51, 491-495
Carraher, S. M., & Buckley, M. R. (1996). Cognitive complexity and the perceived dimensionality of pay satisfaction. Journal of Applied Psychology, 81, 102-109.
Chen, Z., & Fransico, A. (2003). The relationship between the three components of commitment and employee performance in China. Journal of Vocational Behavior, 62(3), 490-510.
Clark, M. C., & Payne, R. L. (1997). The nature and structure of workers’ trust in management. Journal of Organizational Behavior, 18, 205-224.
Cohen, A., & Gattiker, U. E. (1994). Rewards and organizational commitment across structural characteristics: A meta-analysis. Journal of Business and Psychology, 9, 137-157.
Coleman, J. S. (1990). Foundations of social theory. Cambridge, MA: Harvard University Press.
Cook, J., & Wall, T. (1980). New work attitude measures of trusts, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53, 39-52.
Cooper-Hakim, A., & Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131, 241-259.
Cropanzano, R., & Mitchell, M. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
Currall, S. C., Towler, A. J., Judge, T. A., & Kohn, L. (2005). Pay Satisfaction and Organizational Outcomes. Personnel Psychology, 58, 613-640.
DeConinck, J. B., Stilwell, C. D., & Brock, B. A. (1996). A construct validity analysis of scores on measures of distributive justice and pay satisfaction. Education and Psychological Measurement, 56, 1026-1036.
Dirks. K. T., & Ferrin, D. L. (2001). The role of trust in organizational settings. Organization Science, 12(4), 460-467.
Dyer, L., & Theriault, R. (1976). The determinants of pay satisfaction. Journal of Applied Psychology, 61, 596-604.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Emerson, R. (1976). Social exchange theory. Annual Review of Sociology, 2, 335-362.
Erat, S., Erdil, O., Kitapçı, H., & Çömlek, O. (2012). The effect of the perception of organizational trust and organizational support on intention to leave and individual performance: An empirical study for the Turkish State Universities. African Journal of Business Management, 6(30), 8853-8861.
Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115~130.
Fong, S. C. L., & Shaffer, M. A. (2003). The dimensionality and determinants of pay satisfaction: A cross-cultural investigation of a group incentive plan. International Journal of Human Resource Management, 14, 559-580.
Frost, T., Stimpson D. V., & Maughan, M. R. (1978). Some correlates of trust. The Journal of Psychology, 99, 103-108.
Fukuyama, F. (1995). Trust: Social virtues and creation of prosperity. NY: Free Press.
Gambetta, D. (1988). Trust: Making and breaking cooperative relations. Oxford, Blackwell.
Giffin, K. (1967). The contribution of studies of source credibility to a theory of interpersonal trust in the communication department. Psychological Bulletin, 68, 104-120.
Gilbert, J. A., & Tang, T. L. (1998). An examination of organizational trust antecedents. Public Personnel Management, 27(3), 321-338.
Godeanu, A. (2012). The antecedents of satisfaction with pay in teams: Do performance-based compensation and autonomy keep team-members satisfied? Eastern Journal of European Studies, 3(1), 145-168.
Guest, D. (1998). Is the psychological contract worth taking seriously. Journal of Organizational Behavior, 19, 649-664.
Hackett, S., Schlager, E., & Walker, J. (1994). The role of communication in resolving commons dilemmas: Experimental evidence with heterogeneous appropriators. Journal of Environmental Economics and Management, 27, 99-126.
Hart, K. M., Capps, H. R., Cangemi, J. P., & Caillouet, L. M. (1986). Exploring organizational trust and its multiple dimensions: A case study of General Motors. Organization Development Journal, 4(2), 31-39.
Heneman, H. G. III (1985). Pay Satisfaction. In Rowland, K. M., & Ferris, G. R., Research in Personnel and Human Resource Management. Greenwich, CT: JAI Press, pp.115~139.
Heneman H. G., III, & Judge T. A. (2000). Compensation attitudes. In Rynes S. L., Gerhart, B. (Eds.), Compensation in organizations: Current research and practice (pp.61-203). San Francisco: Jossey-Bass
Heneman III, H. G. & Schwab, D. P. (1979). Work and rewards theory. In D. Yoder & H. G. Heneman, Jr. (Eds), ASPA Handbook of Personnel and Industrial Relations. Washington, D.C.: Bureau of National Affairs, 6: 1-22.
Heneman, H. G., Ⅲ. & Schwab, D. P. (1985). Pay Satisfaction: Its multidimensional nature and measurement. International Journal of Psychology, 20, 129-141.
Howard, L. W. (1999). Validity evidence for measures of procedural/distributive justice and pay/benefit satisfaction. Journal of Business and Psychology, 14, 135-147
Huber, V. L., Seybolt, P. M., & Venemon, K. (1992). The relationship between individual inputs, perceptions, and multidimensional pay satisfaction. Journal of Applied Social Psychology, 22, 1356-1373.
Huselid, M. A., & Day, N. E. (1991). Organizational commitment, job involvement, and turnover: A substantive and methodological analysis. Journal of Management, 37(2), 421-428.
Judge, T. A., & Welbourne, T. M. (1994). A confirmatory investigation of the dimensionality of pay satisfaction questionnaire. Journal of Applied Psychology, 79, 461-466.
Konovsky, M. A., & Pugh. S. D. (1994). Citizenship behaviour and social exchange. Academy of Management Journal, 37(3), 656-669.
Kramer, R. M. (Ed.). (2006). Organizational trust: A reader. Oxford University Press.
Kramer, R. M., & Tyler, T. R. (1996). Trust in organizations: Frontiers of theory and research. Thousand Oaks, Calofirnia: Sage.
Lawler, E. J. (2001). An affect theory of social exchange. American Journal of Sociology, 107(2), 321-352.
Lewiciki, R. J., & Bunker, B. B. (1996). Developing and maintaining trust in work relationship. In Kramer, Roderick M. et al., (eds.), Trust in organizations: Frontiers of theory and research. CA: Sage Publication. pp. 438-458.
Li, P. P., Bai, Y., & Xi, Y. (2011). The contextual antecedents of organizational trust: A multidimensional cross-level analysis. Management and Organization Review, 8(2), 371- 396.
MacKinnon. D. P., Krull, J. L., & Lockwood, C. M. (2000). Equivalence of the mediation, donfounding and suppression effects. Prevention Science, 1, 173-181.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. The Academy of Management Review, 20(3), 709-734.
McFarlin, D., & Sweeney, P. (1992). Research note: Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 626-637.
Methieu, J. E., & Zajac D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171- 194.
Meyer, J. P., & Allen, N. J. (1984). Testing the “side-bet theory” of organizational commitment: some methodological considerations. Journal of Applied Psychology, 69, 372-378.
Meyer, J. P., & Allen, N. J. (1991). A three- component conceptualization of organizational commitment. Human Resources Management Review, 11, 299-326.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. Thousand Oaks: Sage, 1997.
Meyer, J. P., Allen, N. J., & Gellatly, S. I. (1990). Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations. Journal of Applied Psychology, 75, 710-720.
Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Goffin, R. D., & Jackson, D. N. (1989). Organizational commitment and job performance: It's the nature of commitment that counts. Journal of Applied Psychology, 74, 152~156.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates and consequences. Journal of Vocational Behavior, 61, 20-52.
Miceli, M. P., & Mulvey, P. W. (2000). Consequences of satisfaction with pay systems: Two field studies. Industrial Relations, 39(1), 13-20.
Milkovich, G. T., & Newman, J. M. (2004). Compensation (8th ed.). Burr Ridge, IL: Irwin McGraw-Hill.
Mohamed, M. S., Kader, M. M. A., & Anisa, H. (2012). Relationship among organizational commitment, trust and job satisfaction: An empirical study in banking industry. Research Journal of Management Sciences. 1(2), 1-7.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organizational linkage: The psychology of commitment, absenteeism, and turnover, New York: Academic Press.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment, Journal of Vocational Behavior, 14, 224~247.
Oktug, Z. (2013). The moderating effects of age and tenure on the relationship between organizational identification and job satisfaction, Management, 3(4), 218-222
Podsakoff, P. M., MacKenzi, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behavior and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1, 107-142.
Reynolds, W. A. (1982). Development of reliable and valid short forms of the Marlowe-Crowne social desirability scale. Journal of Clinical Psychology, 38(1), 119-124
Rotter, J. B. (1967). A new scale for the measurement of interpersonal trust. Journal of Personality, 35, 615-665.
Scarpello, V., Huber, V., & Vandenberg, R. J. (1988). Compensation satisfaction: Its measurement and dimensionality. Journal of Applied Psychology, 73, 163-171.
Schein, E. H. (1890). Organization psychology. Englewood Cliffs, NJ: Prentice-Hall.
Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2007). An integrative model of organizational trust: Past, present, and future. Academy of Management review, 32(2), 344-354.
Shout, P. E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7(4), 422-445.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.
Tan, H. H., & Tan C. S. F. (2000). Toward the differentiation of trust in supervisor & trust in organization, Genetic. Social, & General Psychology Monographs, 126(2), 241-260.
Tekleab A. G., Takeuchi R., & Taylor M. S. (2005). Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations. Academy of Management Journal, 48, 146-157.
Top, M., Tarcan, M., Tekingunduz, S., & Hikmet, N. (2012). An analysis of relationship among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospital. The International Journal of Health Planning and Management, 28(4), 217-241.

Vandenberghe, C., & Tremblay, M. (2008). The role of pay satisfaction and organizational commitment in turnover intentions: A two-sample study. Journal of Business Psychology, 22, 275-286.
Vandenberghe, C., Bentein, K., & Stinghamber, F. (2004). Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of Vocational Behavior, 64, 47-71.
Wasti, S. A., & Can, O. (2008). Affective and normative commitment to organization, supervisor, and coworkers: Do Collectivist values and matter? Journal of Vocational Behavior, 73, 404-413.
Wech, B. A. (2002). Trust context: Effect on organizational citizenship behavior, supervisory fairness, and job satisfaction beyond the influence of leader-member exchange. Business and Society, 41(3), 353-360.
Williams, M. L., McDaniel, M. A., & Nguyen, N. T. (2006). A meta-analysis of the antecedents and consequences of pay level satisfaction. Journal of Applied Psychology, 91(2), 392-413.
Zucker, L. G. (1986). Production of trust: Institutional sources of economic structure, Research in Organizational Behavior, 8, 53-111.