Salary plan satisfaction of management personnel
Jevicky, James F.
MetadataShow full item record
The study is concerned with the salary plan satisfaction of selected supervisors from the first three management levels in selected distribution centers of Company Y. General comments of discontent regarding cost of living adjustments tend to indicate that Company Y supervisors are dissatisfied with the management salary plan. The primary data was collected through the questionnaire method, which required responses to questions concerning interpersonal relations, management assignment, opportunity, and salary. These responses related the supervisors' non-pay and salary item satisfaction. Plant locations were selected on the basis of similar dollar volume and supervisor-employee ratio in order to survey management assignments with similar problems and job pressures. Respondents from the eight selected plants were required to have a minimum of two years of supervisory experience. Eighty-five per cent of the one hundred seventy-six questionnaires were returned. Eight of the one hundred forty-eight returned questionnaires were eliminated because the respondents did not have a minimum of two years of supervisory experience. The results indicated that salary satisfaction increases from the lowest to the highest management level and is higher for supervisors in a desirable salary plan standing. The data also related that significant relationships exist between salary item and non-pay item satisfaction. Although dissatisfaction with the cost of living adjustment and management salary plan concepts and administration was revealed, supervisors recorded modest over-all salary satisfaction. Therefore, the hypothesis that general comments of discontent indicated salary plan dissatisfaction was rejected. It was concluded that supervisors were satisfied with the salary plan as a means of rewarding performance but dissatisfied with the plan's provisions for maintaining a satisfactory standard of living. In addition, supervisors in a desirable salary plan standing received more favorable cost of living adjustment treatment than other supervisors. The salary satisfaction differences among management levels related to the degree of participation in salary plan administration. The data supported the basic theme that cost of living adjustments should not be related to performance rating or salary plan standing.