CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY

Detalhes bibliográficos
Autor(a) principal: Russo, Giuseppe Maria
Data de Publicação: 2012
Outros Autores: Tomei, Patricia Amelia, Braga Linhares, Antonio José, Moreira Santos, Andre
Tipo de documento: Artigo
Idioma: por
Título da fonte: REAd (Porto Alegre. Online)
Texto Completo: https://seer.ufrgs.br/index.php/read/article/view/35447
Resumo: This study identified the correlations between compensation strategies and the organizational culture typology proposed by Handy (2003), based on the degree of formalization and centralization that identifies the culture: Zeus (power), Apollo (roles), Athena (task) and Dionysus (person). A survey was performed of compensation managers at 76 companies associated with the Salary Information Exchange Group (GRUPISA), and the questionnaires with a construct composed of twelve organizational compensation components were analyzed using Pearson’s correlation coefficient and multiple regression We concluded that the compensation variables were correlated in a different fashion with each of the culture types: (i) “Zeus” organizations should emphasize behavioral factors in all spheres of the compensation system; (ii) in the case of “Apollo” organizations the emphasis should be on growth and development opportunities; (iii) in “Athena” organizations the focus should be on financial rewards, and, “Dionysus” organizations should place emphasis on the quality of compensation.
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spelling CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGYCORRELACIONANDO TIPOS DE CULTURA ORGANIZACIONAL CON ESTRATEGIAS DE REMUNERACIÓN UTILIZANDO LA TIPOLOGIA DE CHARLES HANDYCORRELACIONANDO TIPOS DE CULTURA ORGANIZACIONAL COM ESTRATÉGIAS DE REMUNERAÇÃO UTILIZANDO A TIPOLOGIA DE CHARLES HANDYestratégias de remuneraçãocultura organizacionaltipologia culturalalinhamento culturalcompensation strategyorganizational culturecultural typologycultural fit.estrategias de remuneracióncultura organizacionaltipología culturalalineamiento cultural. This study identified the correlations between compensation strategies and the organizational culture typology proposed by Handy (2003), based on the degree of formalization and centralization that identifies the culture: Zeus (power), Apollo (roles), Athena (task) and Dionysus (person). A survey was performed of compensation managers at 76 companies associated with the Salary Information Exchange Group (GRUPISA), and the questionnaires with a construct composed of twelve organizational compensation components were analyzed using Pearson’s correlation coefficient and multiple regression We concluded that the compensation variables were correlated in a different fashion with each of the culture types: (i) “Zeus” organizations should emphasize behavioral factors in all spheres of the compensation system; (ii) in the case of “Apollo” organizations the emphasis should be on growth and development opportunities; (iii) in “Athena” organizations the focus should be on financial rewards, and, “Dionysus” organizations should place emphasis on the quality of compensation. Esta investigación identificó las correlaciones entre las estrategias de remuneración y la topología de cultura organizacional propuesta por Handy (2003) basada en las dimensiones del grado de formalización y centralización que identifica la cultura: Zeus (poder), Apolo (papeles), Atena (tarea) y Dionisio (persona). La investigación fue aplicada en gestores de remuneración de 76 empresas asociadas al Grupo de Permuta de Informaciones Salariales (Grupisa), y los cuestionarios con un constructo compuesto por doce componentes de la remuneración organizacional fueron analizadas utilizando Correlación de Pearson y Regresión Múltipla. Concluimos que las variables de remuneración se correlacionan de manera distinta con cada uno de los tipos de cultura: (1) organizaciones “Zeus” deben enfatizar los factores de comportamiento en todas las esferas del sistema de remuneración; (ii) para las organizaciones “Apolo” el énfasis debe ser aplicada en las oportunidades de crecimiento y desarrollo, (iii) en las organizaciones “Atena” el foco debe ser en las recompensas financieras y (iv) organizaciones “Dionisio” deben dar énfasis a la calidad de la remuneración. Este estudo identificou as correlações entre as estratégias de remuneração e a tipologia de cultura organizacional proposta por Handy (2003) baseada nas dimensões do grau de formalização e centralização que identifica a cultura: Zeus (poder), Apolo (papéis), Atena (tarefa), e Dionísio (pessoa). A pesquisa foi aplicada a gestores de remuneração de 76 empresas associadas ao Grupo de Permuta de Informações Salariais (Grupisa), e os questionários com um construto composto por doze componentes da remuneração organizacional foram analisados utilizando Correlação de Pearson e Regressão Múltipla. Concluímos que as variáveis de remuneração se correlacionam de forma diferente com cada um dos tipos de cultura: (i) organizações “Zeus” devem enfatizar os fatores comportamentais em todas as esferas do sistema de remuneração; (ii) para as organizações “Apolo” a ênfase deve ser aplicada nas oportunidades de crescimento e desenvolvimento, (iii) nas organizações “Atena” o foco deve ser nas recompensas financeiras, e, (iv) organizações “Dionísio” devem dar ênfase à qualidade da remuneração. Universidade Federal do Rio Grande do Sul2012-11-09info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionscientific articleAvaliado pelos paresartigo científicoapplication/pdfhttps://seer.ufrgs.br/index.php/read/article/view/35447Electronic Review of Administration; Vol. 18 No. 3 (2012): Issue 73 - sep/dec 2012; 651-680Revista Electrónica de Administración; Vol. 18 Núm. 3 (2012): Edición 73 - sep/dic 2012; 651-680Revista Eletrônica de Administração; v. 18 n. 3 (2012): Edição 73 - set/dez 2012; 651-6801413-23111980-4164reponame:REAd (Porto Alegre. Online)instname:Universidade Federal do Rio Grande do Sul (UFRGS)instacron:UFRGSporhttps://seer.ufrgs.br/index.php/read/article/view/35447/22986Russo, Giuseppe MariaTomei, Patricia AmeliaBraga Linhares, Antonio JoséMoreira Santos, Andreinfo:eu-repo/semantics/openAccess2012-11-30T02:00:00Zoai:seer.ufrgs.br:article/35447Revistahttp://seer.ufrgs.br/index.php/read/indexPUBhttps://seer.ufrgs.br/read/oaiea_read@ufrgs.br1413-23111413-2311opendoar:2012-11-30T02:00REAd (Porto Alegre. Online) - Universidade Federal do Rio Grande do Sul (UFRGS)false
dc.title.none.fl_str_mv CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
CORRELACIONANDO TIPOS DE CULTURA ORGANIZACIONAL CON ESTRATEGIAS DE REMUNERACIÓN UTILIZANDO LA TIPOLOGIA DE CHARLES HANDY
CORRELACIONANDO TIPOS DE CULTURA ORGANIZACIONAL COM ESTRATÉGIAS DE REMUNERAÇÃO UTILIZANDO A TIPOLOGIA DE CHARLES HANDY
title CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
spellingShingle CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
Russo, Giuseppe Maria
estratégias de remuneração
cultura organizacional
tipologia cultural
alinhamento cultural
compensation strategy
organizational culture
cultural typology
cultural fit.
estrategias de remuneración
cultura organizacional
tipología cultural
alineamiento cultural.
title_short CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
title_full CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
title_fullStr CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
title_full_unstemmed CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
title_sort CORRELATION BETWEEN ORGANIZATIONAL CULTURE AND COMPENSATION STRATEGIES USING CHARLES HANDY’S TYPOLOGY
author Russo, Giuseppe Maria
author_facet Russo, Giuseppe Maria
Tomei, Patricia Amelia
Braga Linhares, Antonio José
Moreira Santos, Andre
author_role author
author2 Tomei, Patricia Amelia
Braga Linhares, Antonio José
Moreira Santos, Andre
author2_role author
author
author
dc.contributor.author.fl_str_mv Russo, Giuseppe Maria
Tomei, Patricia Amelia
Braga Linhares, Antonio José
Moreira Santos, Andre
dc.subject.por.fl_str_mv estratégias de remuneração
cultura organizacional
tipologia cultural
alinhamento cultural
compensation strategy
organizational culture
cultural typology
cultural fit.
estrategias de remuneración
cultura organizacional
tipología cultural
alineamiento cultural.
topic estratégias de remuneração
cultura organizacional
tipologia cultural
alinhamento cultural
compensation strategy
organizational culture
cultural typology
cultural fit.
estrategias de remuneración
cultura organizacional
tipología cultural
alineamiento cultural.
description This study identified the correlations between compensation strategies and the organizational culture typology proposed by Handy (2003), based on the degree of formalization and centralization that identifies the culture: Zeus (power), Apollo (roles), Athena (task) and Dionysus (person). A survey was performed of compensation managers at 76 companies associated with the Salary Information Exchange Group (GRUPISA), and the questionnaires with a construct composed of twelve organizational compensation components were analyzed using Pearson’s correlation coefficient and multiple regression We concluded that the compensation variables were correlated in a different fashion with each of the culture types: (i) “Zeus” organizations should emphasize behavioral factors in all spheres of the compensation system; (ii) in the case of “Apollo” organizations the emphasis should be on growth and development opportunities; (iii) in “Athena” organizations the focus should be on financial rewards, and, “Dionysus” organizations should place emphasis on the quality of compensation.
publishDate 2012
dc.date.none.fl_str_mv 2012-11-09
dc.type.driver.fl_str_mv info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
scientific article
Avaliado pelos pares
artigo científico
format article
status_str publishedVersion
dc.identifier.uri.fl_str_mv https://seer.ufrgs.br/index.php/read/article/view/35447
url https://seer.ufrgs.br/index.php/read/article/view/35447
dc.language.iso.fl_str_mv por
language por
dc.relation.none.fl_str_mv https://seer.ufrgs.br/index.php/read/article/view/35447/22986
dc.rights.driver.fl_str_mv info:eu-repo/semantics/openAccess
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv Universidade Federal do Rio Grande do Sul
publisher.none.fl_str_mv Universidade Federal do Rio Grande do Sul
dc.source.none.fl_str_mv Electronic Review of Administration; Vol. 18 No. 3 (2012): Issue 73 - sep/dec 2012; 651-680
Revista Electrónica de Administración; Vol. 18 Núm. 3 (2012): Edición 73 - sep/dic 2012; 651-680
Revista Eletrônica de Administração; v. 18 n. 3 (2012): Edição 73 - set/dez 2012; 651-680
1413-2311
1980-4164
reponame:REAd (Porto Alegre. Online)
instname:Universidade Federal do Rio Grande do Sul (UFRGS)
instacron:UFRGS
instname_str Universidade Federal do Rio Grande do Sul (UFRGS)
instacron_str UFRGS
institution UFRGS
reponame_str REAd (Porto Alegre. Online)
collection REAd (Porto Alegre. Online)
repository.name.fl_str_mv REAd (Porto Alegre. Online) - Universidade Federal do Rio Grande do Sul (UFRGS)
repository.mail.fl_str_mv ea_read@ufrgs.br
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