Analiza povezave med sistemom nagrajevanja in zaznavo učinkovitosti v prodajnem managementu
DOI:
https://doi.org/10.32015/JIBM.2025.17.9Ključne besede:
sistemi nagrajevanja, pravičnost plač, motivacija zaposlenih, upravljanje uspešnosti, prodajni managementPovzetek
Namen tega prispevka je preučiti odnos med zadovoljstvom z nagrajevalnim sistemom in zaznavo pravičnosti plačila med zaposlenimi v prodajnem managementu živilske industrije. Izhodišče je, da zaposleni nagrade ne vrednotijo le skozi višino plače, temveč skozi zaznavo pravičnosti in transparentnosti. Kvantitativna raziskava je bila izvedena s pomočjo standardiziranega vprašalnika na vzorcu N = 92 zaposlenih v prodajnem managementu hrvaške živilske industrije. Spremenljivke so bile merjene na Likertovi lestvici od 1 do 10, podatki pa analizirani z deskriptivno statistiko, Spearmanovo korelacijo in testi razlik. Ugotovljena je bila izjemno močna pozitivna korelacija med zadovoljstvom z nagrajevanjem in zaznavo pravičnosti plačila (ρ = 0.981; p < 0.01), z skoraj identičnimi povprečnimi vrednostmi, pri čemer zaposleni teh dveh vidikov ne dojemajo ločeno. Pravičnost in transparentnost sistema nagrajevanja sta ključni za ohranjanje motivacije in zadržanje zaposlenih. Prispevek ponuja empirični vpogled v prodajni management živilske industrije, sektor, ki je premalo raziskan.
Literatura
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology (Vol. 2, pp. 267–299). Academic Press. https://doi.org/10.1016/S0065-2601(08)60108-2
Armstrong, M., & Taylor, S. (2023). Armstrong's handbook of human resource management practice (16th ed.). Kogan Page. https://books.google.hr/books?id=3oChEAAAQBAJ&lpg=PP1&hl=hr&pg=PP1#v=onepage&q&f=false
Bahtijarević-Šiber, F. (2014). Menadžment ljudskih potencijala. Zagreb: Školska knjiga.
Bakotić, D. (2016). Relationship between job satisfaction and organisational performance. Economic Research – Ekonomska istraživanja, 29(1), 118–130. https://doi.org/10.1080/1331677X.2016.1163946
Chapano, M., & Iwu, C. G. (2025). Exceeding expectations: A study on human resource management implementation in construction organisations. SA Journal of Human Resource Management, 23, 2849. https://hdl.handle.net/10520/ejc-sajhrm_v23_n1_a2849
Chaudhry, A., Coyle-Shapiro, J., & Wayne, S. J. (2020). A meta-analysis of the impact of psychological contracts on work outcomes. Journal of Management, 46(6), 1009–1045. https://doi.org/10.1177/0149206320903013
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2020). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 105(12), 1351–1382. https://doi.org/10.1037/apl0000412
Costa, R. L. D., Gonçalves, R., Félix, J., Martinho, F., Pereira, L., & Dias, Á. (2022). Employee perception of their motivation based on the methods used by the leader. International Journal of Knowledge Management Studies, 13(4), 402-422. https://doi.org/10.1504/IJKMS.2022.126157
De Clercq, D., Haq, I. U., & Azeem, M. U. (2023). Unfair rewards, poorly performing organizations and perceptions of deservingness as explanations of diminished job performance. Journal of Organizational Effectiveness: People and Performance, 10(4), 624-643. https://doi.org/10.1108/JOEPP-11-2022-0315
Dowie, C., Palonen, P., Varis, K., Provitera, M., & Sayyadi, M. (2025). Management by Perkele: examining the impact of destructive leadership in Finnish family-owned SMEs. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-09-2024-4827
Herzberg, F., Mausner, B., & Snyderman, B. (1959). The Motivation to Work (2nd ed.). Wiley.
Kim, S., & Jang, H. (2021). Sales force motivation: The role of fairness and recognition in the food industry. International Journal of Human Resource Studies, 11(2), 24–39. https://doi.org/10.5296/ijhrs.v11i2.18543
Kuvaas, B., Buch, R., & Dysvik, A. (2022). Performance management: Perceiving goals and fairness as explanatory mechanisms. Human Resource Management Journal, 32(2), 469–485. https://doi.org/10.1111/1748-8583.12364
Lee, J. (2021). A dynamic model of employees’ transition to entrepreneur: a cognitive mapping approach. Human Resource Development Review, 20(2), 143-171. https://doi.org/10.1177/15344843211000260
Rastogi, M., & Karatepe, O. M. (2022). Informal learning, work engagement and their effects on work-family enrichment. International Journal of Productivity and Performance Management, 71(7), 2820-2840. https://doi.org/10.1108/IJPPM-03-2020-0087
Rompho, N. (2023). Do objectives and key results solve organizational performance measurement issues? Benchmarking. https://doi.org/10.1108/BIJ-07-2022-0464
Tejasmayee, P., Agarwal, B., Kanoujiya, J., & Rastogi, S. (2025). The ESG advantage: how green practices boost employee efficiency?. Social Responsibility Journal, 21(9), 1976-1991. https://doi.org/10.1108/SRJ-04-2025-0299
Thneibat, M. M., & Sweis, R. J. (2023). The impact of performance-based rewards and developmental performance appraisal on innovation: the mediating role of innovative work behaviour. International Journal of productivity and performance management, 72(6), 1646-1666. https://doi.org/10.1108/IJPPM-03-2021-0117
Tommasi, F., Sartori, R., Ceschi, A., & Dickert, S. (2025, May). What makes a workday meaningful? Evidence on the role of task significance, competence and subjective meaningful work. In Evidence-based HRM: a global forum for empirical scholarship (Vol. 13, No. 2, pp. 319-338). Emerald Publishing Limited. https://doi.org/10.1108/EBHRM-01-2024-0013
Vroom, V. H. (1964). Work and Motivation. Wiley.
Zhu, M., Su, R., Liu, L., & Contractor, N. (2025). Communicate or not: Exploring the different effects of instrumental and expressive networks on thriving at work. Journal of Management & Organization, 31(3), 1498-1515. https://doi.org/10.1017/jmo.2024.5
Prenosi
Objavljeno
Številka
Rubrika
Licenca
Avtorske pravice (c) 2025 Zvonimir Filipović
To delo je licencirano pod Creative Commons Priznanje avtorstva-Nekomercialno 4.0 mednarodno licenco.
Avtorske pravice so zaščitene s Creative Commons Priznanje avtorstva-Deljenje pod enakimi pogoji 4.0 Mednarodna CC BY-SA 4.0 in jih avtorji ohranijo v okviru te licence. Za objavo svojega članka, vključno s povzetkom, prenesejo avtorji avtorske oz. licenčne pravice na revijo MIP = JIBM. To nam omogoča popolno zaščito avtorskih pravic ter razširjanje članka in revije MIP=JIBM v najširši možni krog bralcev revije v elektronski obliki. Avtorji so sami odgovorni za pridobitev dovoljenja za razmnoževanje avtorskega gradiva iz drugih virov.
