Designing a Compensation Model for the Services of Knowledge Employees in Knowledge-Based, Technology-Oriented Organizations

Compensation for human resource services in knowledge-based organizations is a very essential concern due to the key role they play in the development of technology in the country. This research is intended to assess the present status of service compensation, and to propose a model of service compensation system in knowledge-based, technology-oriented organizations. This research follows a mixed method. The statistical population of the quantitative phase of the research contains 220 knowledge employees of the knowledge-based organizations of Sharif University of Technology who have left their organizations. Of these, 138 employees are randomly selected as the sample. The statistical population in the qualitative section consists of the managers and supervisors of knowledge-based organizations of Sharif University of Technology, 30 of whom are selected by snowball method. T-test and Friedman test are used for data analysis in quantitative phase of the research. For qualitative section, thematic analysis method is used. The results of the quantitative phase revealed that all sixteen components of service compensation, falling under five dimensions of “salary and wage”, “benefits”, “work-life balance”, “performance and cognition”, “career path opportunities and advancement”, were below average. Finally, five comprehensive themes including “internal intervening factors”, “external intervening factors”, “service compensation in the knowledge-based organization”, “individual consequences”, and “organizational consequences” were identified for designing a service compensation system model.