خلاصة:
Purpose: The present research was conducted to provide a compensation model for faculty members in public universities of Lorestan province using a mixed approach. Methodology: The present research is a combination of qualitative and quantitative researches from the perspective of philosophical assumptions in the field of pragmatism paradigm and in terms of purpose it is applied- developmental researchers. The statistical population of the research includes public universities of Lorestan provinces. Based on the principle of theoretical adequacy, the research sample consists of 30 experts from the public universities of Lorestan province, who were selected using the purposeful sampling method. In the qualitative part of the research, data was collected and extracted using the thematic analysis method and then through coding. Then, in the quantitative part of the research, the data is presented using the distribution of the questionnaire and using the method of structural-interpretive modeling, aggregation, and the final model. Finding: The research findings in the qualitative section include identifying the themes of compensation such as situational characteristics of compensation, dimensions of compensation, indicators of compensation, and consequences of compensation. Also, the findings of the research in the quantitative part show the leveling of the themes and the presentation of the compensation model. Conclusion: Based on the discovered model of job satisfaction, organizational justice, job belonging and organizational commitment with high effectiveness, individual and environmental indicators with high impact, talent attraction and retention, job environment, geographic factors, job sensitivity, outstanding performance, competent performance, organizational index, job index, basic pay, performance pay, and indirect pay are highly effective. Also, the result of the research can be theoreticallytheoretically added to the existing knowledge in the field of compensation.
ملخص الجهاز:
Extracted Themes Comprehensive Themes Organizer Themes Basic Themes Satisfaction with salary, satisfaction with the nature of work, satisfaction with supervisors and colleagues, perception of fairness of payment procedures, perception of fairness of progress, perception of fairness of promotion, achieving success Consequences of compensation Organizational satisfaction, organizational justice, enhancing efficiency in the organization, enhancing effectiveness in the organization, feeling of belonging and loyalty to the organization, Organizational commitment, attraction and retention Service Strong attachment to stay in the organization, accepting organizational values and goals, attracting talent to Talent, job attachment Organization, retaining talent in the organization, enthusiasm for investing in work, high energy to get the job done, flexibility in dealing with work problems, prioritizing work under all circumstances Work stress, hardship, working conditions, work equipment, service in less developed areas, service in water-scarce areas, service in dangerous areas, employment abroad, depth of impact of activity, environmental factors, factors Positional characteristics Geographical scope of activity, no substitute for the organization, holders of badges from scientific centers at the level of Geographical, job sensitivity, Compensation Service National and international, selection as an outstanding researcher at the national and international level, the amount of citation to Outstanding performance, worthy performance Research records, dedication and sacrifice for the country, holders of state badges, patents, providing practical suggestions, creativity, innovation, authorship, presenting articles and research projects Background, marital status, education, seniority, organizational policy, organizational payment level, organizational payment structure, management strategy, organizational payment ability, organizational budget, government budget, laws and regulations Compensation indicators Individual indicator, organizational indicator, Government (legal requirements), common payment levels in society and the labor market, job complexity, job importance, volume Service Environmental indicator, job indicator Work, job diversity, physical effort, mental effort, challenging job, job independence, job identity, opportunity for growth and learning Financial payment, payment for presence in the organization, payment based on membership in the organization, payment on basic payment, performance payment, individual performance basis, payment based on group performance, payment based on organizational performance, payment Dimensions of compensation Indirect payment Non-financial, motivational benefits for achieving goals, welfare facilities, unemployment insurance, supplementary insurance, Retirement Measuring the validity and reliability of qualitative data 1 The validity and reliability of the data collection tool in the qualitative section of the research were examined through the content validity ratio and Cohen's Kappa test (1960).
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