Impact of Total Rewards on Animation Employees’ Engagement
The researchers examine the impact of total rewards on engagement by multiple regression analysis in this paper. The sample for the study is 800 animation employees in South China. SPSS17.0 and AMOS18 are used in exploratory factor analysis and confirmatory factor analysis. The study proves that: (a) Total rewards are a multi-hierarchical and multi-dimensional construct which includes 7 first-order factors and 4 second-order factors. (b) Challenging working environment, appreciation and recognition, promotion opportunity and individual variable pay have significant positive impacts on employee engagement, and the contribution rate are 42.0%, 11.6%, 1.4% and 0.9% respectively. (c) Individual fixed salary, collective salary and spiritual rewards have no significant positive impacts on employee engagement. The study has further enriched the theories of total rewards and employee engagement and has provided the theoretical basis and empirical evidence supports to the management of the animation companies for them to carry out the incentive programs to the employees.
Bi, Z. Z., & Huang, X. T. (2009). Development and Initial Validation of the Youth Self Confidence Inventory. Acta Psychological Sinica, 41(5), 444-453.
Chen, C., C., Ford, C. M., & Farris, G. F. (1999). Do rewards benefit the organization? Transactions on Engineering Management, 46(1), 47-55.
Cordero, R., DiTomaso, N., & Farris, F. (1994). Career development opportunities and likelihood of turnover among R&D professionals. Transactions on Engineering Management, 41(3), 223-233.
Diaz, M. D. S., & Gomez-Mejia, L. R. (1997). The effectiveness of organization-wide compensation strategies in technology intensive firms. Journal of High Technology Management Research, 8(2), 301-315.
Farh, J. L., Podsakoff, P. M., & Organ, D. W. (1990). Accounting for organizational citizenship behavior: Leader fairness and task scope versus satisfaction. Journal of Management, 16(4), 705-721.
Feng, X. T. (2008). Sociological research methods. Beijing: China Remin University Press.
Gerhart. B., & Milkovich, G. T. (1993). Employee compensation: Research and practice. Handbook of Industrial Psychology, 7, 322-329.
Hackman, J. R. & Oldham, G. R. (1980). Work redesign: Reading. MA: Addison-Wesley.
James, W. M. (2002). Best HR practices for today’s innovation management. Research Technology Management, 23(2), 57-60.
Kantor, R., & Kao, T. (2004). Total rewards: Clarity from confusion and chaos. World at Work Journal, 13(3), 7-15.
Kim, B., & Oh, H. (2002). Economic compensation compositions preferred by R&D personnel of different R&D types and intrinsic values. R&D Management, 32(1), 47-59.
Kochanski, J., Mastropolo, P., & Ledford, G. (2003). People solutions for R&D. Research Technology Management, 5(2), 59-61.
Leng, M. (2007). Study on factors affecting employee engagement (Master’s dissertation). Jilin University.
Lin, Z. Y. (2007). Multivariate aalysis: Operation and use of SPSS. Beijing: Peking University Press.
Martin, J. & Harder, J. (1985). Bread and roses: Justice and the distribution of financial and socioemotional rewards in organizations. Social Justices Res., 7(3), 236-248.
O’Malley, M., & Dolmat-Connell, J. (2003). From total rewards to total relationship. Word at Work Journal, 3, 16-27.
Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, (39), 37-48.
Reis, R. B. (1991). The work of nations (pp.123-131). New York: Vintage Books.
Robinson, D., Perryman, S., & Hayday, S. (2004). The driver of employee engagement. Briton: Institute for EmPloyment Studies, (12), 78-98.
Sharma, S., Mukherjee, S., Kumar, A., & Dillon, W. R. (2005). A simulation study to investigate the use of cutoff values for assessing model fit in covariance structure models. Journal of Business Research, 58(7), 935-943.
Song, X. R. (2008). Study on enployee engagement in hospitality industry in China (Masters’ thesis). Northeast Normal University.
Wang, R. (2007). Comprehensive rewards model based on work experience (Master’s thesis). Dongbei Universityof Finance and Economics.
Wen, P. X., & Wang, F. (2008). Analysis of factors affecting employee engagement in catering enterprises. China Non-governmental Science Technology and Economy, (5), 78-79.
Zha, S. C. (2007). Structural modeling of employee engagement (Master’s dissertation). Jinan University.
- There are currently no refbacks.
How to do online submission to another Journal?
If you have already registered in Journal A, then how can you submit another article to Journal B? It takes two steps to make it happen:
1. Register yourself in Journal B as an Author
Find the journal you want to submit to in CATEGORIES, click on “VIEW JOURNAL”, “Online Submissions”, “GO TO LOGIN” and “Edit My Profile”. Check “Author” on the “Edit Profile” page, then “Save”.
Go to “User Home”, and click on “Author” under the name of Journal B. You may start a New Submission by clicking on “CLICK HERE”.
We only use three mailboxes as follows to deal with issues about paper acceptance, payment and submission of electronic versions of our journals to databases:
email@example.com; firstname.lastname@example.org; email@example.com
Copyright © 2010 Canadian Research & Development Centre of Sciences and Cultures
Address: 9375 Rue de Roissy Brossard, Québec, J4X 3A1, Canada
Telephone: 1-514-558 6138