A concept Note is presented for those students who needs to develop their research studies or are looking for some ideas.
"Impact of Compensation on Employee’s Job Satisfaction in Private sector of Pakistan"
Abstract. Over the period of time it has been perceived that Job satisfaction and commitment to the organization is directly linked with the compensation pattern offered, however the same may not be applicable in western context, but linking the same phenomenon in third world economies or to be precise incase of pure Pakistani context, there might be a direct and positive impact between the both variables. A well assertive compensation system being followed is believed to have pivotal role and is of critical importance to success of the individual as well as the organization.
2. Rewards play a significant role to enhance the job satisfaction and commitment of an employee whether he is working in any type of organization. All benefits are considered reward determinants that an employee receives from their workplace. Salary is the best predictor of the individual experience within an institution. However the same may not be true as many persons pursues the jobs which will make them achieve self esteem through power but not having much pay package i.e. in case of civil services or incase one opts to join armed forces. This variation is expected to even persist in the private sector as well. An endeavor shall be made to find out the relationship between the job satisfaction and the compensation package, while the perception of self-esteem’s possible linkage with the compensation is also to be linked in private sector.
Original Title
A Concept Note - Impact of compensation on employee
A concept Note is presented for those students who needs to develop their research studies or are looking for some ideas.
"Impact of Compensation on Employee’s Job Satisfaction in Private sector of Pakistan"
Abstract. Over the period of time it has been perceived that Job satisfaction and commitment to the organization is directly linked with the compensation pattern offered, however the same may not be applicable in western context, but linking the same phenomenon in third world economies or to be precise incase of pure Pakistani context, there might be a direct and positive impact between the both variables. A well assertive compensation system being followed is believed to have pivotal role and is of critical importance to success of the individual as well as the organization.
2. Rewards play a significant role to enhance the job satisfaction and commitment of an employee whether he is working in any type of organization. All benefits are considered reward determinants that an employee receives from their workplace. Salary is the best predictor of the individual experience within an institution. However the same may not be true as many persons pursues the jobs which will make them achieve self esteem through power but not having much pay package i.e. in case of civil services or incase one opts to join armed forces. This variation is expected to even persist in the private sector as well. An endeavor shall be made to find out the relationship between the job satisfaction and the compensation package, while the perception of self-esteem’s possible linkage with the compensation is also to be linked in private sector.
A concept Note is presented for those students who needs to develop their research studies or are looking for some ideas.
"Impact of Compensation on Employee’s Job Satisfaction in Private sector of Pakistan"
Abstract. Over the period of time it has been perceived that Job satisfaction and commitment to the organization is directly linked with the compensation pattern offered, however the same may not be applicable in western context, but linking the same phenomenon in third world economies or to be precise incase of pure Pakistani context, there might be a direct and positive impact between the both variables. A well assertive compensation system being followed is believed to have pivotal role and is of critical importance to success of the individual as well as the organization.
2. Rewards play a significant role to enhance the job satisfaction and commitment of an employee whether he is working in any type of organization. All benefits are considered reward determinants that an employee receives from their workplace. Salary is the best predictor of the individual experience within an institution. However the same may not be true as many persons pursues the jobs which will make them achieve self esteem through power but not having much pay package i.e. in case of civil services or incase one opts to join armed forces. This variation is expected to even persist in the private sector as well. An endeavor shall be made to find out the relationship between the job satisfaction and the compensation package, while the perception of self-esteem’s possible linkage with the compensation is also to be linked in private sector.
Impact of Compensation on Employees Job Satisfaction in Private sector of
Pakistan
Concept Note
1.
Abstract.
Over the period of time it has been perceived that Job
satisfaction and commitment to the organization is directly linked with the
compensation pattern offered, however the same may not be applicable in western context, but linking the same phenomenon in third world economies or to be precise incase of pure Pakistani context, there might be a direct and positive impact between the both variables. A well assertive compensation system being followed is believed to have pivotal role and is of critical importance to success of the individual as well as the organization. 2.
Rewards play a significant role to enhance the job satisfaction and
commitment of an employee whether he is working in any type of organization.
All benefits are considered reward determinants that an employee receives from their workplace. Salary is the best predictor of the individual experience within an institution. However the same may not be true as many persons pursues the jobs which will make them achieve self esteem through power but not having much pay package i.e. in case of civil services or incase one opts to join armed forces. This variation is expected to even persist in the private sector as well. An endeavor shall be made to find out the relationship between the job satisfaction and the compensation package, while the perception of self-esteems possible linkage with the compensation is also to be linked in private sector. Key words: Rewards Compensation Job Satisfaction Human Resource Private Sector Pakistan Social Impacts
3.
Significance.
This study aims to examine the extent to which the
demographic and workrelated variables of educational level, gender, age, salary
level and organizational tenure are useful predictors of satisfaction with pay level, benefits, raises concerning an specific compensation system in a unique settings of Pakistani context. 4.
Variables.
It is intended to keep following factors as a variables:
a.
Dependent variable.
b.
Independent Variables (1)
Job Satisfaction.
Compensation Package. All benefits are considered reward
determinants that an employee receives from their workplace. Salary is the best predictor of the individual experience within an institution. The extent, to which a job satisfaction is dependent upon reasonable compensation package.
(2)
Social Impacts.
Our unique societal impacts where few
professions with lesser financial rewards are rated more than
other one. This includes certain demographics who may prefer status over money or vice versa . (3)
Education Level. Higher the education more would be the
clarity in according ones goals priority. Does education really makes a difference in a third world economy like Pakistan where majority may not have reasonable earning resources but may be holding an higher degree. This IV may have mix significance due to poor education standards.
3.
Theory Linkage. In pursuance to the outcome of the research, would be
charged by following three theories of giving in plausible linkage:a.
Prospect Theory. A theory that people value gains and losses
differently and, as such, will base decisions on perceived gains rather than perceived losses. Thus, if a person were given two equal choices, one expressed in terms of possible gains and the other in possible losses, people would choose the former.
b.
Goal Setting Theory.
This theory refers to the effects of setting
goals on subsequent performance. Researcher Edwin Locke found
that individuals who set specific, difficult goals performed better than those who set general, easy goals. Locke proposed five basic principles of goal-setting: clarity, challenge, commitment, feedback, and task complexity. c.
Expectancy theory.
This theory is about the mental processes
regarding choice, or choosing. It explains the processes that an
individual undergoes to make choices. "This theory emphasizes the needs for organizations to relate rewards directly to performance and to ensure that the rewards provided are those rewards deserved and wanted by the recipients. ~ Victor Vroom 4.
Base Paper.Following research is chosen as a base paper for this study:
The effects of pay level on organization-based self-esteem and performance: A
field study Published in Journal of Occupational and Organizational Psychology (2004). The British Psychological Society.