The Effect of Reward System on Job Satisfaction in an Organizational Chart of Four Hierarchical Levels: A Qualitative Study

Ekaterini Galanou, Georgios Georgakopoulos, Sotiropoulos Ioannis, Dimitris Vasilopoulos


Rewards systems are one of the most significant issues of the human resource management. Throughout the literature, it is obvious that theorists and academics, as well as practitioners and managers emphasize the important factor of rewards. Additionally, job satisfaction is another crucial term within the same body of literature. Job satisfaction is likely to provide employees of all levels with feelings of fulfillment, achievement and even pleasure for their job. Thus, such feelings can make people more productive, creative and therefore more profitable for the organization. Furthermore, feelings of job satisfaction can strengthen the commitment and loyalty of employees with the organization, which is very necessary in present times where all firms are looking for competitive advantage and especially through their people. The objective of this study is to examine the correlation of the rewards systems and job satisfaction, based on a qualitative research. An attempt is also made to identify differences inrewards systems and the extent to which these differences influence job satisfaction among people in different organizational level. Qualitative evidence was found for the aspects of satisfaction in accordance with different kinds of rewards, focusing on the four hierarchical levels of an organization. One of the challenges of the study and its strength is the transitional stage that the organization is in, and the sub-cultures that have been created.Future research should measure crucial factors as behaviors, attitudes, performance and how these results can be linked to contextual elements and to employment performance. This study contributes to increase job satisfaction awareness, which is important for organizational development .Keywords: organizational behaviour; qualitative research; job satisfaction; reward system Résumé: Les systèmes de primes sont l'un des enjeux les plus importants de la gestion des ressources humaines. Il est évident que les théoriciens et les universitaires, ainsi que des praticiens et des gestionnaires mettent l'accent sur le facteur important des récompenses. En outre, la satisfaction au travail est un autre terme essentiel dans le même corps. La satisfaction au travail est susceptible de fournir aux employés de tous les niveaux des sentiments d'accomplissement, de réalisation et même le plaisir de travail. Ainsi, de tels sentiments peuvent rendre les gens plus productifs, créateurs et donc plus rentables pour l'organisation. En outre, les sentiments de satisfaction au travail peut renforcer l'engagement et la loyauté des employés envers l'organisation, ce qui est nécessaire à notre époque où toutes les entreprises sont à la recherche d'un avantage concurrentiel et en particulier via leur personnel. L'objectif de cette étude est d'examiner la corrélation entre les systèmes de récompenses et la satisfaction au travail, basée sur une recherche qualitative, avec également une tentative d'identifier les différences dans les systèmes de récompenses et la mesure dans laquelle ces différences influent sur la satisfaction au travail chez les employés dans les différents niveaux organisationnels.Des évidences qualitatives ont été trouvées pour les aspects de satisfaction en conformité avec de différentes sortes de récompenses, en se concentrant sur les quatre niveaux hiérarchiques de l'organisation. L'un des défis de l'étude et sa force est la phase transitoire dans laquelle l'organisation se trouve, et les subcultures qui ont été créées.Mots-clés: une étude qualitative; satisfaction au travail; système de récompense

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