Relationships Among Self-Efficacy, Pay-for-Performance Perceptions, and Pay Satisfaction: A Korean Examination

Abstract

This study is an effort to extend our understanding of the antecedents of pay satisfaction, particularly in multiple South Korean firms. We first examine the impact of self-efficacy on overall pay satisfaction and three of its subdimensions: satisfaction with pay level, satisfaction with benefits, and satisfaction with pay structure/administration. Next, we assess the moderating effects of pay-for-performance perceptions on the relationship between self-efficacy and pay satisfaction. Results from 256 employees in four South Korean companies support the proposed hypotheses that self-efficacy is negatively related to overall pay satisfaction and its three subdimensions. We also found support for the moderating role of pay-for-performance perceptions on the self-efficacy-pay satisfaction relations, for all pay satisfaction subdimensions except pay-level satisfaction. We discuss implications, future research directions, and limitations of this study.

Synchronous and time-lagged effects between occupational self-efficacy and objective and subjective career success: Findings from a four-wave and 9-year longitudinal study

“…SCCT and research on performance perceptions suggest indirect effects of objective performance on self-efficacy via (subjective) performance perceptions (Kim et al, 2008;Lent et al, 1994). The results of the indirect effects analyses in our study provide support for this reasoning within the context of career development.…”

“…The provision of support to others may be experienced as mastery, or more generally as success after occupational re-entry. Furthermore, some other studies showed that individual performance perceptions are related to self-efficacy beliefs (Kim, Mone, & Kim, 2008;Tschannen-Moran & Hoy, 2007). In sum, subjective career success should therefore positively affect occupational self-efficacy within a positive feedback loop.…”

Who uses a mobile phone while driving for food delivery? The role of personality, risk perception, and driving self-efficacy

“…Considering the debate between generalized self-efficacy and specific self-efficacy(S. Kim, Mone, & Kim, 2008), this study captured self-efficacy in the driving context. Following Tronsmoen (2008) practice, driving self-efficacy in this study was measured with a 14-item scale, seven items for generalized self-efficacy and specific self-efficacy respectively, indicating the belief in their ability to succeed in certain driving occasions.…”

Personal Values, Autonomy, and Self‐efficacy: Evidence from frontline service employees

“…Gist and Mitchell (, p. 186) state that it ‘influences individual choices, goals, emotional reactions, effort, coping, and persistence.’ A meta‐analysis has found a robust relationship between self‐efficacy and work‐related performance (Stajkovic & Luthans, ). Additionally, self‐efficacy has been related to other important outcomes, such as goal level (Brown, Cron, & Slocum, ), salesforce selling intentions of a new product (Fu, Richards, Hughes, & Jones, ), service quality (Hartline & Ferrell, ), role innovation (Nicholson & Imaizumi, ), job satisfaction (Arnold, Flaherty, Voss, & Mowen, ), perceived behavioral control related to using job‐search Web sites (Lin, ), pay satisfaction (Kim, Mone, & Kim, ), and team member proactivity and proficiency (Strauss, Griffin, & Rafferty, ). It is thus an important construct to predict and improve work performance (Gist & Mitchell, ).…”