نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشجوی دوره دکترا، گروه مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران
2 دانشیار گروه مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران
3 گروه مدیریت دولتی دانشگاه علامه طباطبایی
4 استاد گروه آموزشی مدیریت صنعتی دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی نهران ایران
5 دانشیار گروه مدیریت بازرگانی ، دانشکده مدیریت وحسابداری ، دانشگاه علامه طباطبایی
چکیده
کلیدواژه‌ها
عنوان مقاله [English]
نویسندگان [English]
Designing service compensation strategies is one of the sensitive, complex and challenging topics of recent decades. Therefore, compensation for appropriate, effective and value-creating services requires investigation and research and plays a significant role in attracting and retaining managers. The purpose of this research is to provide compensation strategies for managers in the automotive industry. This research was done with a mixed approach. The statistical population of the qualitative stage is 14 senior managers of automobile companies who were examined based on the principle of theoretical adequacy with the purposeful sampling method and according to the researcher's judgment as the research sample. Information was collected through semi-structured interviews and theme analysis was used to analyze and interpret the data. Quantitative stage statistical samples were formed by managers with more than ten years of managerial work experience based on Cochran's formula, and data were collected through a researcher-made questionnaire and analyzed with one-way analysis of variance, correlated t-test, and Friedman's test. The findings of this research in the qualitative phase included 7 strategic reference points for the compensation of managers, and based on that, in the quantitative phase, the compensation strategies for managers were identified based on the reference points, and the following actions were taken in each of the management levels: 1. Payment strategy Based on the type of work or job (job-based) 2. Performance-based compensation strategy (based on collective performance) 3. Skill-based or employee-based strategy (merit-based) compensation 4. Spiritual payment strategy and 5. Complementary payment strategy (competitive).
کلیدواژه‌ها [English]
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