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oai:www.ideals.illinois.edu:2142/21843 2023-07-10 col_2142_5131 col_2142_14846 com_2142_5130 com_2142_14845 com_2142_9614

McKinney, Walter R. Yen, Tsu-Hong 2011-05-07T13:20:51Z 2011-05-07T13:20:51Z 10000-01-01 1992 Purpose. The purposes of this study were: (1) to examine the construct of compensation satisfaction in leisure service professionals; (2) to investigate the influence of antecedent variables both individually and collectively on overall compensation satisfaction and on each of its dimensions respectively; (3) to explore the relationship between compensation satisfaction and job motivation; and, (4) to compare these relationships in public and private leisure service professionals. Method. A nationwide survey of randomly selected mid-level managers in public and private leisure service organizations was conducted. The sample consisted of 667 public managers and 307 private managers. A questionnaire consisting of seven sections was developed for data collection. Results. Major findings of this study were: (1) Dimensionality of the compensation satisfaction construct as proposed by Heneman and Schwab (1985) was confirmed in both public and private samples. (2) Survey respondents were moderately satisfied with their compensation. Although the public managers received significantly higher salaries than the private managers, no significant difference was found in pay level satisfaction and overall compensation satisfaction. (3) The relationships between the antecedent variables and compensation satisfaction were quite different in the two samples of managers. For the public managers, educational level, gender, benefit coverage, benefit cost to employee, and organizational size had no effect on overall compensation satisfaction, nor the four dimensions of compensation satisfaction. The best predictors of compensation satisfaction were current salary, perceived compensation equity, percentage of pay raise, orientation toward pay raises, and age. (4) For the private managers, educational level, percentage of last pay raise, benefit coverage, benefit cost to employee, and organizational size had no effect on compensation satisfaction. The best predictors of compensation satisfaction were current salary, perceived compensation equity, and tenure. (5) No relationship existed between motivation to work and compensation satisfaction. Neither public nor private leisure service managers' motivation to work was affected by compensation satisfaction. Implications of these findings and limitations of this investigation were also discussed. Made available in DSpace on 2011-05-07T13:20:51Z (GMT). No. of bitstreams: 2 license.txt: 4922 bytes, checksum: 910b249b4beec47e7ab768910c8f966f (MD5) 9305743.pdf: 8574687 bytes, checksum: cedd756d872c18bbbd1b4508210c4b4e (MD5) Previous issue date: 1992 Item marked as restricted to the 'UIUC Users [automated]' Group (id=2) by Howard Ding (hding2@illinois.edu) on 2011-05-07T14:53:34Z Item is restricted indefinitely. Restriction data tranferred 2014-07-01T11:24:48-05:00 Original Data Group with Access UIUC Users [automated] Release Date: none Reason: ETDs are only available to UIUC Users without author permission ETDs are only available to UIUC Users without author permission U of I Only AAI9305743 (UMI)AAI9305743 http://hdl.handle.net/2142/21843 eng Copyright 1992 Yen, Tsu-Hong Business Administration, Management Political Science, Public Administration Sociology, Industrial and Labor Relations Recreation A comparative study of the relationships between compensation satisfaction, its antecedents, and motivation in public and private leisure service organizations text Recreation, Sport and Tourism Recreation, Sport and Tourism University of Illinois at Urbana-Champaign Dissertation Ph.D.