Bidrar lönesystemet till att socialsekreterare vill säga upp sig? En kvantitativ studie om socialsekreterares upplevelser av rättvisa i lönesättningsprocessen och hur de hänger ihop med avsikt att byta arbete.
(2019) SOPA63 20191School of Social Work
- Abstract
- High staff turnover and difficulties in recruiting and retaining experienced social workers is an ongoing dilemma in the social service child welfare. The unions request the social service offices to review the pay system and consider what social workers with long experience should reasonably earn, since the difference between the lowest and highest salaries today is small. In the public sector, individualized pay setting has been applied since the 1990s. Individualized pay is performance related and has been questioned in the public service. The criticism concerns problems to apply this form of pay in human service organizations due to its difficulties to formulate and follow up measurable performance, goals and results. The challenge... (More)
- High staff turnover and difficulties in recruiting and retaining experienced social workers is an ongoing dilemma in the social service child welfare. The unions request the social service offices to review the pay system and consider what social workers with long experience should reasonably earn, since the difference between the lowest and highest salaries today is small. In the public sector, individualized pay setting has been applied since the 1990s. Individualized pay is performance related and has been questioned in the public service. The criticism concerns problems to apply this form of pay in human service organizations due to its difficulties to formulate and follow up measurable performance, goals and results. The challenge therefore lies in finding impartial grounds for assessment. And to succeed with any pay system, it must be fair. The purpose of this study was therefore to describe and analyse how perceptions of justice in connection with individualized pay setting are related to social workers’ intention to leave their work place. The method chosen for this study was quantitative. A web survey was distributed to 322 social workers in child welfare in southwest Sweden, of whom 95 (30 per cent) answered the questionnaire. Although 55 percent had been at their current workplace for two years or less, and 93 percent had been at their current workplace for 5 years or less, 39 percent intended to leave their work. An average analysis showed that two variables appeared to be important for the intention to leave. The first was procedural justice, that is how the pay system is designed, how the assessment criteria look and the possibility to influence the assessment or the outcome. The second was pay equity, that is, the experience of salary level based on an individual’s own work compared to others. This study has therefore attempted to highlight the importance of justice in individualized pay setting, or even in any pay system. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8993106
- author
- Karlberg, Sofia LU
- supervisor
- organization
- course
- SOPA63 20191
- year
- 2019
- type
- M2 - Bachelor Degree
- subject
- keywords
- justice, intention to leave, turnover, individualized pay, social workers
- language
- Swedish
- id
- 8993106
- date added to LUP
- 2019-08-29 14:11:13
- date last changed
- 2019-08-29 14:11:13
@misc{8993106,
abstract = {{High staff turnover and difficulties in recruiting and retaining experienced social workers is an ongoing dilemma in the social service child welfare. The unions request the social service offices to review the pay system and consider what social workers with long experience should reasonably earn, since the difference between the lowest and highest salaries today is small. In the public sector, individualized pay setting has been applied since the 1990s. Individualized pay is performance related and has been questioned in the public service. The criticism concerns problems to apply this form of pay in human service organizations due to its difficulties to formulate and follow up measurable performance, goals and results. The challenge therefore lies in finding impartial grounds for assessment. And to succeed with any pay system, it must be fair. The purpose of this study was therefore to describe and analyse how perceptions of justice in connection with individualized pay setting are related to social workers’ intention to leave their work place. The method chosen for this study was quantitative. A web survey was distributed to 322 social workers in child welfare in southwest Sweden, of whom 95 (30 per cent) answered the questionnaire. Although 55 percent had been at their current workplace for two years or less, and 93 percent had been at their current workplace for 5 years or less, 39 percent intended to leave their work. An average analysis showed that two variables appeared to be important for the intention to leave. The first was procedural justice, that is how the pay system is designed, how the assessment criteria look and the possibility to influence the assessment or the outcome. The second was pay equity, that is, the experience of salary level based on an individual’s own work compared to others. This study has therefore attempted to highlight the importance of justice in individualized pay setting, or even in any pay system.}},
author = {{Karlberg, Sofia}},
language = {{swe}},
note = {{Student Paper}},
title = {{Bidrar lönesystemet till att socialsekreterare vill säga upp sig? En kvantitativ studie om socialsekreterares upplevelser av rättvisa i lönesättningsprocessen och hur de hänger ihop med avsikt att byta arbete.}},
year = {{2019}},
}