engleski

The relationship between pay strategy, pay structure and organizational outcomes

The aim of this research was to investigate the relationship between the existence of pay strategy, pay structure and different organizational outcomes. A comprehensive empirical research was conducted on the sample of 56 middle and large-sized Croatian companies. Research results revealed that half of examined companies have formulated their reward strategies in writing, with a substantial number of companies reporting that reward systems contributes to their competitive advantage at least partially. Companies that do have established pay strategies seem to apply group variable pay more frequently. Additionally, contextual factors that were analyzed in the study generated several statistically significant differences in applying individual and group incentives with respect to industry and size of the company. Finally, it was revealed that companies applying certain group and individual pay-for-performance incentives have better organizational climate and productivity as well as fewer problems with attracting and retaining talented employees.

pay, reward management, pay strategy, organizational performance

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