Research Article
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Bankacılık Sektöründe Performansa Dayalı Prim Sisteminin Rolü Üzerine Bir Araştırma

Year 2020, , 501 - 521, 01.10.2020
https://doi.org/10.33203/mfy.654075

Abstract

Bu çalışmanın temel amacı bankacılık sektöründe performansa dayalı prim sisteminin çalışanlar üzerindeki rolünü incelemektir. Bu bağlamda, seçilen ölçek yardımıyla prim sisteminin genel rolünü ölçen ifadelerin, yanıtlayıcıların bağlı bulundukları bölümler düzeyinde anlamlı derecede farklılaşıp farklılaşmadığı belirlenmiş ve aralarındaki ilişki ortaya konulmaya çalışılmıştır. Çalışmanın örneklemini özel bir bankada sekiz farklı bölümde çalışan 253 banka çalışanı oluşturmuştur. Çalışmanın amacı doğrultusunda performansa dayalı prim sisteminin çalışanların genel algılamaları ile çalışılan bölümler düzeyinde “Genel olarak kurumda uygulanan prim sisteminden memnunum” ifadesi ve “Prim sistemi ile bireysel çabalarım fark edilir” ifadesi arasında analiz sonuçlarına göre anlamlı farklılık bulunarak bankacılık sektöründe prim sistemi tartışılmıştır.

References

  • Aljumah, A. (2015). The effect of the Performance Related Pay system on the performance of the employees in Saudi national firms: Three case studies (Doctoral dissertation).
  • Armstrong, M. ve Cummins, A. (2011). The Reward Management Toolkit: A Step-by-Step Guide to Designing and Delivering Pay and Benefits. London: KoganPage.
  • Arrowsmith, J. and Marginson, P. (2011). Variable Pay and Collective Bargaining in British Retail Banking. British Journal of Industrial Relations, 49: 54-79. doi:10.1111/j.1467-8543.2009.00768.x
  • Dohmen, T. ve Falk, A. (2006). Performance pay and multidimensional sorting: productivity, preferences and gender. IZA Discussion Papers, No. 2001.
  • Gerhart, B. ve Rynes, S. L.(2003). Compensation: Theory, evidence, and strategic implications. Thousand Oaks, CA: Sage.
  • Heneman, R. L., & Werner, J. M. (2005). Merit Pay: Linking Pay to Performance in a Changing World (2nd ed.). Greenwich, CT: Information Age Publishing.
  • Lee, S. & Eyraud, F. (2008). Globalization, Flexibilization and Working Conditions in Asia and the Pacific. Oxford: Chandos.
  • Liang, G. (2015). The Long-Term Impact of Performance Related Pay for Teachers: Evidence from Israel. Journal of Postdoctoral Research April, 19, 20.
  • Marsden, D. & Richardson, R. (1992). Motivation and performance related pay in the public sector: a case study of the Inland Revenue. Discussion Paper No 75. Centre for Economic Performance. London School of Economics.
  • Metcalf, D. (1995). Workplace governance and performance. Employee Relations, Vol. 17 No. 6: pp. 5-24.
  • Peck (1984). Pay and performance: The interaction of compensation and performance appraisal (Research Bulletin No.155). New York: The Conference Board.
  • Pfeffer, J. (1998). Six dangerous myths about pay. Harvard Business Review, 76(3), 108–119.
  • Redman, T., Snape, E., Thompson, D. & Ka-Ching, F. Y. (2000). Performance appraisal in an NHS hospital. Human Resource Management Journal, 10(1), 48-62.
  • Rigby, D. (2001). Management tools and techniques: A survey. California Management Review, 43(2): 139–160.
  • Rosenthal, M. B., Frank, R. G., Li, Z. ve Epstein, A. M. (2005). Early experience with pay-for-performance: from concept to practice. Jama, 294(14), 1788-1793.
  • Tarhan, Ö. (2015). Sosyal bilgiler öğretmeni adaylarının politik okuryazarlığa ilişkin görüşleri. Akademik Sosyal Araştırmalar Dergisi, 9, 649-669.
  • Torrington, D., Hall, L. ve Taylor, S. (2004). Human Resource Management (6th Ed.). Harlow, Essex: PrenticeHall.
  • Trevor, C., Reilly, G., and Gerhart, B. (2012). Reconsidering pay dispersion's effect on the performance of interdependent work: Reconciling sorting and pay inequality. Academy of Management Journal, 55(3), 585-610.
  • Wragg, E. C. (2004). Performance Pay for Teachers: The Views and Experiences of Heads and Teachers. London: Routledge.
  • Yuan, K., Le, V.-N., Mc Caffrey, D.F., Marsh, J.A., Hamilton, L. S., Stecher, B.M. ve Springer, M.G. (2012). Incentive Pay Programs do not Affect Teacher Motivationor Reported Practices: Results from three randomized studies. Educational Evaluation and Policy Analysis 35(3).

Study Of Performance Based Premium System’s RoleIn Banking Sector

Year 2020, , 501 - 521, 01.10.2020
https://doi.org/10.33203/mfy.654075

Abstract

References

  • Aljumah, A. (2015). The effect of the Performance Related Pay system on the performance of the employees in Saudi national firms: Three case studies (Doctoral dissertation).
  • Armstrong, M. ve Cummins, A. (2011). The Reward Management Toolkit: A Step-by-Step Guide to Designing and Delivering Pay and Benefits. London: KoganPage.
  • Arrowsmith, J. and Marginson, P. (2011). Variable Pay and Collective Bargaining in British Retail Banking. British Journal of Industrial Relations, 49: 54-79. doi:10.1111/j.1467-8543.2009.00768.x
  • Dohmen, T. ve Falk, A. (2006). Performance pay and multidimensional sorting: productivity, preferences and gender. IZA Discussion Papers, No. 2001.
  • Gerhart, B. ve Rynes, S. L.(2003). Compensation: Theory, evidence, and strategic implications. Thousand Oaks, CA: Sage.
  • Heneman, R. L., & Werner, J. M. (2005). Merit Pay: Linking Pay to Performance in a Changing World (2nd ed.). Greenwich, CT: Information Age Publishing.
  • Lee, S. & Eyraud, F. (2008). Globalization, Flexibilization and Working Conditions in Asia and the Pacific. Oxford: Chandos.
  • Liang, G. (2015). The Long-Term Impact of Performance Related Pay for Teachers: Evidence from Israel. Journal of Postdoctoral Research April, 19, 20.
  • Marsden, D. & Richardson, R. (1992). Motivation and performance related pay in the public sector: a case study of the Inland Revenue. Discussion Paper No 75. Centre for Economic Performance. London School of Economics.
  • Metcalf, D. (1995). Workplace governance and performance. Employee Relations, Vol. 17 No. 6: pp. 5-24.
  • Peck (1984). Pay and performance: The interaction of compensation and performance appraisal (Research Bulletin No.155). New York: The Conference Board.
  • Pfeffer, J. (1998). Six dangerous myths about pay. Harvard Business Review, 76(3), 108–119.
  • Redman, T., Snape, E., Thompson, D. & Ka-Ching, F. Y. (2000). Performance appraisal in an NHS hospital. Human Resource Management Journal, 10(1), 48-62.
  • Rigby, D. (2001). Management tools and techniques: A survey. California Management Review, 43(2): 139–160.
  • Rosenthal, M. B., Frank, R. G., Li, Z. ve Epstein, A. M. (2005). Early experience with pay-for-performance: from concept to practice. Jama, 294(14), 1788-1793.
  • Tarhan, Ö. (2015). Sosyal bilgiler öğretmeni adaylarının politik okuryazarlığa ilişkin görüşleri. Akademik Sosyal Araştırmalar Dergisi, 9, 649-669.
  • Torrington, D., Hall, L. ve Taylor, S. (2004). Human Resource Management (6th Ed.). Harlow, Essex: PrenticeHall.
  • Trevor, C., Reilly, G., and Gerhart, B. (2012). Reconsidering pay dispersion's effect on the performance of interdependent work: Reconciling sorting and pay inequality. Academy of Management Journal, 55(3), 585-610.
  • Wragg, E. C. (2004). Performance Pay for Teachers: The Views and Experiences of Heads and Teachers. London: Routledge.
  • Yuan, K., Le, V.-N., Mc Caffrey, D.F., Marsh, J.A., Hamilton, L. S., Stecher, B.M. ve Springer, M.G. (2012). Incentive Pay Programs do not Affect Teacher Motivationor Reported Practices: Results from three randomized studies. Educational Evaluation and Policy Analysis 35(3).
There are 20 citations in total.

Details

Primary Language Turkish
Subjects Finance
Journal Section Articles
Authors

Özüm Eğilmez 0000-0001-5251-5629

Gözde Koca 0000-0001-6847-6812

Murat Koca 0000-0001-9377-2461

Publication Date October 1, 2020
Submission Date December 2, 2019
Published in Issue Year 2020

Cite

APA Eğilmez, Ö., Koca, G., & Koca, M. (2020). Bankacılık Sektöründe Performansa Dayalı Prim Sisteminin Rolü Üzerine Bir Araştırma. Maliye Ve Finans Yazıları(114), 501-521. https://doi.org/10.33203/mfy.654075

Dergi özellikle maliye, finans ve bankacılık alanlarında faaliyet göstermektedir.