A Study of Relationships among Distributive Justice of Compensation, Pay Satisfaction and Tendency to Stay: The Moderated Mediation Effect of Work-Family Conflict
| Autor: | Ming-Feng Cheng, 鄭明峰 |
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| Rok vydání: | 2015 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 103 In light of the growing demand for national defense human resources and the transition of the national defense system into a voluntary recruitment system, the effectiveness of recruiting volunteer soldiers has generated continued focus from competent authorities. Currently, strategies for enhancing recruitment effectiveness primarily entail raising the remuneration of volunteer soldiers, thereby increasing recruits’ intentions to enlist in the military. However, because national resources are affected by social welfare and other administration expenditures, the remuneration strategies will aggravate predicaments related to the use of national resources and insufficient defense budgeting. Therefore, this study examines the effect of improving remuneration on retaining talented soldiers and determines whether insufficient, nonfinancial supporting policies and specific practices can moderate this effect. Subsequently, recommendations for existing recruitment policies are proposed. Through a theoretical model representing the moderated mediation of work–family conflicts on the relationship among distributive justice of compensation, pay satisfaction, and tendency to stay, this study explored the effect of financial and nonfinancial factors on the intentions of national volunteer soldiers to remain in the military. Questionnaire survey was conducted on volunteer soldiers from six army units in Northern, Central, and Southern Taiwan. The relationships among the dimensions were then verified using structural equation modeling. The empirical results revealed that pay satisfaction fully mediated the relationship between distributive justice of compensation and tendency to stay in the army. Additionally, work–family conflicts moderated the mediating effect of pay satisfaction, indicating that nonfinancial factors moderated the effect of financial incentives for recruitment. These results provide an empirical reference for promoting the national army’s “three-assurance” policies. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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