1395 3 6 : 3 *2 1 -1 -2 -3 1395/05/18 : 30 300 SPSS . . E-mail: [email protected] 1394/11/26 . 208 . . * 1395 3 6 ________________________ . . -1 90 . [1 ] . [4 ] . [3 ] [2 ] [6 ] [5 ] . [7 ] .[10-8] . .[11] . [12] [13] ( -18] ) .[17 16 15] ( ) [14] . [20 172 _______________________ ... : . [21] [24] [23] [22] . . . [25] 2 . . . . [28 27] [26] . . 2. Pay for performance 173 . 1395 3 6 ________________________ -2 -1-2 .[11] . . .[29] . . .[30] [31] .[30] ( ) . [33] .[34] [32] - 174 _______________________ ... : . . . .[35] ( ) ) . ( . ) ( ) [36] ( . . . .[36] . (2001) . . -1 ( ) . . 175 1395 3 6 ________________________ : -2 . : -3 : . -4 : . -5 . (2009) .[37] . .[38] ( ) ( (2014) .[39] ) ( ) . - . .[40] [42] 176 . [41] _______________________ ... : [43] .[44] (2000) . . . . [37] . [28 -26] . . -2-2 . . . . « » . . . 177 1395 3 6 ________________________ ( ( ) ) . [45] -(1998) [46] - . .[26] (2006) .[27] (2011) . .[47] .[28] . ) ) . ( 178 ( _______________________ ... : -3-2 . [48] ) 16 [50] [49] [52] MBTI 9 [51] ( [53] . 4 - 1928 3 ( .[54] ) -5 1979 . 9 . : 8 . . . 7 6 .[21] : . . 3. William Moulton Marston 4. Geier 5. Personal profile system 6. Dominance(D) 7. Influencing(I) 8. Steadiness(S) 9. Copmliance(C) 179 1395 3 6 ________________________ . : . . : . . . : . .[55] -3 [24] [22] [23] . [25] . . ( ) . : . ) ) (... . . 180 (... _______________________ ... : . . : . -4 . . . 3 (2011) 6 .[56] . 30 . (0/920) (0/859) 15 30 6 5 .[57] 28 . . (0/812) . . 181 1070 1395 3 6 ________________________ 30 . 285 10 208 73 . . spss 16 ( ( 73) 35 22) -5 11 . ( . ( 98) 12) 6 47 (3/15) . (4/38) (1/07) ) 1 . . 1 / s.d Mean s.d Mean s.d Mean s.d Mean 0/51 4/38 0/62 4/13 0/38 3/95 0/39 4/19 0/67 3/11 0/50 3/15 0/45 2/95 0/39 2/96 0/81 3/05 0/94 2/83 0/51 3/29 1/07 2/45 182 _______________________ ... : 2 . 99 ( ) . . 2 Sum of Squares Df Mean Square 4/007 3 1/3366 57/77 204 0/283 0/889 3 0/269 67/831 204 0/333 8/97 3 2/993 155/59 204 0/763 164/596 207 F 4/717 0/003 0/891 0/447 3/924 0/009 . ) . 183 Sig/ 1395 3 6 ________________________ ) . 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(2011) Herzberg's motivation-hygiene theory and job satisfaction in the malaysian retail sector: The mediating effect of love of money", Asian Academy of Management Journal, 16(1):73-94. [57] Dowling B., Richardson R. (1997) "Evaluating performance-related pay for managers in the National Health Service", The International Journal of Human Resource Management, 8(3): 348-366. [58] Amabile T. M. (1993) "Motivational synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace", Human Resource Management Review, 3(3):185-201. 193 1395 3 6 ________________________ Pay to Performance: The moderating effects of DISC Profiles Payman Motaghi 1*, Gholamreza Asgari*2, Yousef Rezaeiee3 1. Assistant Professor, Industrial Management Department, Faculty of Management, University of Qom, Qom, Iran 2. Assistant Professor, Human Resources Department, Faculty of Management, Malek Ashtar University of Technology, Tehran, Iran 3. Ph.D. Student, Human Resources Department, Alborz Campus, University of Tehran, Tehran, Iran *. Corresponding Author: Email: [email protected] Abstract: This study describes the result of relationship between DISC personality types and pay to performance system. Also, describe the relationship between Herzberg two-factor model and pay to performance. We invited 300 mangers’ of Bank Refahe Kargaran to participate in the study through random selection and received 208 returned responses. The responses rate was 69.3 percent. The data used in this research were based on three measurements. These measurements including: the Herzberg two-factor questionnaire, the Disc Profile questionnaire and Dowling and Richardson pay to performance questionnaire. We used the SPSS16 software package to analyze the gathered information. The data clearly show that those managers perceived as having Conscientiousness behaviors were significantly more satisfied with pay to performance. In addition, within this personality type, the relationship between all Herzberg two-factor items and pay to performance were positive and highly significant. This study implied that DISC types have a moderate effect on the pay to performance effectiveness. Implications, limitations, and suggestions discussed. Keywords: Pay to performance, DISC, Herzberg, Hygiene, Motivator 194