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Studies Of Effects On Predictive Validity Of Point Method By Alternative Weighting Approaches

Posted on:2004-05-31Degree:DoctorType:Dissertation
Country:ChinaCandidate:R S YaoFull Text:PDF
GTID:1116360125459586Subject:Business management
Abstract/Summary:PDF Full Text Request
Payment management must consider external and internal equity. Job evaluation contributes to the attainment of internal equity in payment management. Point method is a quantitative approach whose implementation must take two elemants into account: 1 he selection of compensable factors and the effects of their weighting assignment. Though job evaluation is very important in payment management, however, there are only a few researches into this field in our country. Circumstances of modern market economy demand that payment management should serve the organization more scientifically and objectively, consequently, job evaluation must be tested and verified in theory and practice to prove it is feasible and scientific.This research made a questionnaire survey to probe into degrees of approval of compensable factors among the target people (the tcstees). It analyzed the internal structure of compensable factors theoretically. The results showed the internal structure consisted of the following 6 factors: scope of duties, initiative exercised, attention required, social skills (relationships), responsibility complexity, educational requirement and adaptivity. Good understanding of compensable factors with h igh degrees of approval helps to formulate a job evaluation tool as a guide in accordance with the whole situation of an organization.On the basis of the above theoretical analysis, this research analyzed 420 positions of an enterprise in practice, made a relevant job evaluation tool and selected 27 benchmark jobs for evaluation. The research compared results of alternative weighting approaches and studied the relevance of compensable factors along with the characteristics of job evaluation tools. The research applied results of alternative weighting approaches and external criteria into the construction of liner regression and multiple liner regression models. The following respects determined which was the best regression model: coefficient of determination of regression model, significant level of coefficient of regression, degree of explanation of regression model and acceptability of results. This research finally defined that the best model was the multiple liner regression model which applied statistical weights and rational weights with Stepwise. As a result, the research proved the validities of point method in directing the payment design of an organization both in theory and in practice.
Keywords/Search Tags:job evaluation, point method, compensable factors, weighting
PDF Full Text Request
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