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Designing a compensation and rewards model for employees and managers in the public sector with emphasis on upstream documents and vision 1404
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Reza Bazrafshan   , Habibollah Doaei * , Ebrahim Hddadi , Aleme Keikha , Abdolali Keshtegar |
| , Asrar Institue of Higher Education( Non-profit and non governmental |
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Abstract: (741 Views) |
Abstract:
The aim of this study was to design and explain the model of compensation of employees and managers in the public sector according to the effective laws and regulations and the vision of 1404 in the Customs Organization of the Islamic Republic of Iran (case study: Southeast region of the country). The sampling method in qualitative part was purposeful type and the snowball technique. In the quantitative part using Morgan table and random stratified sampling method 291 people was determined. In the qualitative section, semi-structured study and interview methods were used to collect data and content analysis (theme) method was used to analyze the data. The results of the study of the qualitative part of the model include 2 main components (extra-organizational and intra-organizational), 10 dimensions (environmental factors, socio-cultural factors, direct financial factors, indirect financial factors, non-financial job factors, non-financial factors of work environment, organizational factors, Individual factors, upstream documents and the organization's vision) and 72 factors. 291 questionnaires were collected. Appropriate factor analysis and structural equation modeling and Lisrel software were used to fit the model. The results of the quantitative section showed that the effects of environmental-economic factors (0.72), cultural-social factors (0.9), upstream documents (0.8) on external organizational factors have been calculated that T-values greater than 1.96. Also the effects of financial-direct factors (0.73), financial-indirect factors (0.67), non-financial-occupational factors (0.86), non-financial-environmental factors (0.85), organizational factors (0.92) , Individual factors (0.84) and Organizational perspective (0.82) were calculated on intra-organizational factors, where T-values greater than 1.96. Therefore, we can consider external organizational factors and intra-organizational factors and its sub-categories as dimensions of service compensation and reward. |
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| Keywords: Compensation and rewards, Public Sector, Upstream documents, Organizational Vision |
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Full-Text [PDF 762 kb]
(111 Downloads)
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Type of Study: Applicable |
Subject:
Management
Received: 2020/04/6 | Accepted: 2020/05/9 | Published: 2020/08/31
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