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employees' satisfaction
What are the effects of pay satisfaction on employees’ mobility: apply to VietNam

Student : Nguyen Thi Quynh Trang

Abtract
This paper examines the impact of pay satisfaction on employees’ mobility. I find that there is an association between organizational structure, payment policies and this have a great effect on the labor mobility. A survey/ questionnaire is conducted to understand the empoyees’ attitude and give employers an over view on their staff while facing with the change.
Introduction
During operations, especially business operations, wages are considered as cost component of a firm, so wages are calculated and managed carefully. According to Dr. Le Quan, chairman of EduViet Corp, to construct a wages policy, it’s necessary to determine wages paid for employees are considered as investment or cost. If firms consider wages as an investment, they will pay higher base salaries to attract high qualified employees, monitoring and evaluation work clearly and objectively. In constrast, businesses that consider wages as cost often pay low salary for a safety financial measure. As for the employees, wages are their incomes earned from labor, which directly affect their lives so that wage is one of the top concerns of the employees in the business, beside other important factors such as business reputation, work environment, opportunities for advancement ... Workers ' effort levels may significantly depend on the extent to which they feel they are being treated fairly by their employers (Lawrence, F.K., 1986). Many researchers found that a suitable paying system can be helpful to improve employees’ productivity and qualities, attract and maintain good staff (mobility). Moreover, a clear compensation system will help leaders understand and balance the costs and productivity of their staff. Therefore, constructing a suitable compensation system has an important role in the policy of human resources development



References: Andreas, H., Per, K., Giovanni, L.V. (2007). Frictional Wage Dispersion in Search Model: A Quantitive Assessment. Arngrim, H., Jarle, M., Kjell, G. S. (2007). Wage Structure and Labor Mobility in Norway 1080- 1997. Bernhardt, D. and D. Scoones (1993), .Promotion, Turnover and Preemptive wage offers,. American Economic Review, 84: 771-91 Charles, B Edward, P.L., Kathryn, L.S. (2009). Wage Structure, Raises and Mobilty: An Introduction to The International Comparisons of The Structure of Wages Within and Across Firms. Gary, D. (2007). Fundamental of Human Resource Management. Hackman, J.R., & Oldham, G.R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60, 159-170 Heneman, H. G. III, & Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement Jacob, M., Boyan, J. (1981). Labor Mobility and Wage. Lawrence, F.K. (1986). Efficiency Wage Theories: A Partial Evaluation. Lam, S. S. K., Ng, T. W. H., & Feldman, D. C. (2012). The relationship between external job mobility and salary attainment across career stages. Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336. Mowday, R.T., Steers, R.M., & Porter, L.W. (1979). The measurement of organizational commitment Mulvey, Paul W., Le Blanc, Peter V., Heneman, Robert L. & McInerney Michael (2002) The Knowledge of Pay Study: E-mails from the Frontline, Worldatwork, Scottsdale Noe, R Tor, E., Niels, W. (2009). Wage and Labor Mobility in Denmark 1980-2000.

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