Pandemic and compensation and benefits satisfaction: A study on Indian manufacturing firms

Sustainable Manufacturing and Service Economics Pub Date : 2025-01-01 DOI:10.1016/j.smse.2025.100031

Pooja Patnaik , Damodar Suar

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Abstract

Purpose

This study examines the antecedents of compensation and benefit satisfaction in Indian manufacturing firms during the COVID-19.

Design

Responses to the questionnaire were obtained from 164 middle-level managers and analyzed applying partial least squares structural equation modeling.

Findings

Managers having stronger personal values and working in redefined human resource development climate perceive lower discrepancy between industry standards and actual salary, between available and applicable benefits. Lower compensation and benefit discrepancy partially enhances compensation and benefit satisfaction through justice perception. Managers refrain from pay comparison and perceive lower compensation offerings as fair. Under high psychological capital, low compensation and benefit discrepancy increases compensation and benefit satisfaction.

Novelty

During uncertainty, designing a fair pay by adhering to industry standards can help in minimizing compensation and benefit discrepancy and can further compensation and benefit satisfaction and shape employees’ attitudes and behaviors.

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流行病与薪酬福利满意度：对印度制造业企业的研究

目的本研究考察了新冠肺炎疫情期间印度制造业企业薪酬和福利满意度的前因。设计对164名中层管理人员进行问卷调查，并应用偏最小二乘结构方程模型进行分析。在重新定义的人力资源开发环境中，具有更强个人价值观的管理者认为，行业标准与实际工资、现有福利与适用福利之间的差异更小。较低的薪酬和福利差异通过公平感知部分地提高了薪酬和福利满意度。经理们避免比较薪酬，认为较低的薪酬是公平的。在高心理资本条件下，低薪酬和利益差异增加了薪酬和利益满意度。新颖性在不确定性期间，通过遵循行业标准来设计公平的薪酬可以帮助最小化薪酬和福利差异，并可以进一步提高薪酬和福利满意度，塑造员工的态度和行为。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Sustainable Manufacturing and Service Economics

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