Administration of the Merit Pay Systems Enhancing Work Outcomes

Abstract

This study investigates the relationship between administration of merit pay systems and work outcomes. For data collection purposes, self-administered questionnaires were used on the administrative staff of a Malaysian public research university. The analysis of the Smart PLS path model exhibits three important outcomes: first, the implementation of communication and the assessment of performance are important factors that motivate employees to enhance work satisfaction. Second, the implementation of communication is not an important factor that motivates the employees to enhance organisational commitment. Third, the performance assessment is an important factor that motivates employees to enhance organisational commitment. The results in general, corroborate with previous literature, however, the empirical evidence on the effective communication within the organisation is not an important factor in determining organisational commitment. In addition, this paper provides a clear guidance for managers to administer merit pay system in gaining positive work outcomes. This paper goes on to discussion and implications and is thereafter concluded with conclusion therein.

Crystalising employment quality and behavioural outcomes of employees in the public service

“…(2011) who investigated the relationship between strategic compensation practices and affective organisational commitment. This relationship finds strong support in extant literature ( Depedri et al., 2010 ; Galanou et al., 2011 ; Olawale and Olanrewaju, 2016 ; Ismail et al., 2018 ). Research 4: What are the employees' perceptions of employment quality and employee behavioural outcomes across the demographic characteristics?…”

“…The discussions on the research questions were also presented below: Anvari et al (2011) who investigated the relationship between strategic compensation practices and affective organisational commitment. This (Depedri et al, 2010;Galanou et al, 2011;Olawale and Olanrewaju, 2016;Ismail et al, 2018). iv.…”

“…Current winners in the global market scene are organisations that have been transformed by their employees through positive behavioural outcomes employees exhibit in the workplace ( Osibanjo et al., 2014 ; Ismail et al., 2018 ). These behavioural outcomes include a high level of engagement, loyalty, satisfaction, intention to stay, and performance among others ( Sanjeev and Surya, 2016 ; Osibanjo et al., 2018 ; Samwel, 2018 ).…”

Building a Performance Allowance System Merit-Based Pay In The Public Sector

“…From several previous studies, the results of the literature review were obtained as follows: First, Performance Based Performance Allowance Policy System (Merit System) applied to the public sector obtained research by (Sandinirwan et al, 2022) on government organizations in Indonesia, (Suryanto & Darto, 2020) in Institute of State Administration, (Tamarengki, Liando, & Kumayas, 2019) at the Regional Civil Service Agency in Talaud Islands Regency, (Ismail, Nik Mahdi, Mat, Ali, & Mohd Ali, 2018) on Malaysian Public Research University at Peninsular West Coast, (Ruffini et al, 2020) on sector employees Private & Public at Southern Italy, (Dwi Afriya, 2020) at the Civil Service and Human Resources Agency in Sarolangun Regency, (Thoiba, Naway, & Marhawati, 2023) in Gorontalo, (Rahmani & Sulaeman, 2022) at the Director General of Financial Balance, (Sari, Gaya, Irianto, & Karisma, 2019) at Employees in the Public Sector and (Kusumo & Wahyuni, 2020) at an Institution X.…”

Social Behavior of Bureaucrats in Rural Population Administration Services

“…Of course, such positive behavior will affect service satisfaction. Because an advanced organization is supported by employees who have positive behaviors in the workplace (Adeniji et al, 2014;Ismail et al, 2018). The attitude of the village apparatus is clarified by the following informant EB.…”