Abstract
This chapter discusses the experiences of workers, including myself, who work under a dual salary system in Papua New Guinea (PNG), as well as how the disparities in remuneration affect many of us in various ways, including our well-being. Based on my own industrial-organizational psychological understanding of the effects of remuneration on work motivation, attitudes, performance, and occupational well-being, I draw from relevant research and theories that link the practice of dual salary to our qualitative work experiences. I try to show that being involved in the process of challenging the adverse impacts of dual salary is a “living reality” for anyone who works in a dual contract environment. I start by taking an historical look at the introduction of the dual salary system in PNG, which serves as a springboard for us to understand the impact of the continuous practice of this type of remuneration package in this low-income economy. I discuss the link between dual salary and work attitudes and well-being, as well as the implications for workers and organizations in PNG and elsewhere. Finally, I also discuss what can be done about dual salary by offering examples of research and advocacy roles involved in addressing this issue (Marai, 2013; Marai et al., 2010).
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Marai, L. (2014). Dual Salary and Workers’ Well-being in Papua New Guinea. In: Reichman, W. (eds) Industrial and Organizational Psychology Help the Vulnerable. Palgrave Macmillan, London. https://doi.org/10.1057/9781137327734_7
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DOI: https://doi.org/10.1057/9781137327734_7
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