임금에 만족한 조직구성원은 창의성이 높은가?

Does Pay Satisfaction Increase Individual Creativity?: The Mediating Effect of Organizational Commitment

Purpose This study examines the impact of pay satisfaction (e.g.,;direct compensation such as pay level satisfaction;pay raise satisfaction and pay structure/administration satisfaction) on individual creativity. Design/Methodology/Approach - The study utilized data on 209 respondents working in Korean companies which presented the main core competencies of creativity and innovation in a strategic roadmap;after which such data were analyzed with structural equation modeling techniques to test the hypothesis. Findings - Results were as follows. First;pay level satisfaction;pay raise satisfaction;and pay structure/administration satisfaction all had no direct impact on individual creativity;but these all had positive direct effects on organizational commitment. Second;pay level satisfaction;pay raise satisfaction;pay structure/administration satisfaction all affect individual creativity through the mediating role of organizational commitment;so it has been found to have a positive indirect effect on individual creativity. Third;examining the difference in effectiveness about pay satisfaction dimensions found that pay structure/administration satisfaction had the strongest positive influence on individual creativity. Research Implications - These findings suggest that innovative companies can enhance employees’ individual creativity by increasing their pay satisfaction. Moreover;organizational commitment performs an essential role as a mediating variable in the process. In other words;pay satisfaction cannot affect the creative behavior of organization members unless there is a high-quality social exchange relationship between workers and organizations and a psychological attachment to the organization. Also;pay satisfaction dimensions for direct compensation can be a significant factor in individual creativity;but pay structure/administration satisfaction is essential. In terms of pay fairness;this is in line with the previous studies’ argument that pay structure/administration for fair pay distribution becomes more critical when pay level and pay raise reach an appropriate level.