Economic compensation compositions preferred by RD personnel of different RD types and intrinsic values

In order to enhance R&D performance, R&D managers make sure that R&D personnel are satisfied with their compensation, both economic and non-economic. An R&D compensation scheme would consist of many complex factors. In this research, we focus on 'compensation composition' as such a factor for the economic compensation system, i.e., the mix of compensation components such as team (or organization) performance based, individual (R&D personnel) performance based, and fixed (seniority based) portion of economic compensation. As part of non-economic compensation, intrinsic values such as social status and self-actualization perceived by the R&D personnel are influencing their level of satisfaction with the entire compensation system. Another critical factor we consider here is the difference in R&D types: there are three R&D types, i.e., basic, applied, and commercial R&D. We put forth two sets of propositions. First, there is statistically significant correlation among R&D personnel's job satisfaction, performance measurement satisfaction, and compensation satisfaction. Second, depending on the types of their R&D activities, R&D personnel prefer a certain composition of economic compensation. In addition, the relationships are mediated by whether the R&D personnel feel intrinsic values of their jobs.
Publisher
BLACKWELL PUBL LTD
Issue Date
2002-01
Language
ENG
Keywords

JOB-SATISFACTION; TEAMS

Citation

R D MANAGEMENT, v.32, no.1, pp.47 - 59

ISSN
0033-6807
URI
http://hdl.handle.net/10203/4085
Appears in Collection
MT-Journal Papers(저널논문)
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