Employee Engagement and Remuneration Justice in Lithuania and Poland

Abstract

The aim of the article is the analysis of the relationship between work engagement and evaluation of remuneration justice in the context of the dimensions of organizational justice in Lithuania and Poland. The starting point for the research was the identification the essence of evaluation of remuneration justice from the perspective of management sciences. Conclusions drawn from the analysis of the views on organizational justice allowed to define the key aspects of remuneration justice necessary for a detailed exploration of the studied area. They point to the need for a comprehensive evaluation of remuneration justice, integrating all its aspects, not only the distribution aspect. The strong link between fair remuneration and work engagement draws attention to the conditions for effective remuneration instruments. On the basis of the results of empirical research, the assessment of the fairness of remuneration by Polish and Lithuanian employees was diagnosed. In Lithuania, 9% and in Poland 52% of respondents described their current salary as fair. Correlations between the examined constructs were examined. It is concluded that for both working Lithuanians and working Poles fair compensation means remuneration appropriate to the work performed. The sense of fairness of remuneration coexists with distributional, procedural and interactive justice and with the lack of feeling of being exploited.

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“…Unfortunately, according to the research conducted, the level of employee involvement is not satisfactory (IZPO 21%, IZP 34%). The level of employee involvement in the organisation and work depends on many factors, mainly on the working conditions created by the employer and the resources provided (Juchnowicz et al, 2020;Mostafa, Abed El-Motalib, 2020). The research conducted showed that the most important factors that determine the level of involvement of public administration employees are fair remuneration, non-financial recognition from superiors, as well as an appropriate atmosphere among employees.…”

“…Employee engagement has a direct impact on their work performance and, therefore, on the results and success of the entire organization (Borst et al, 2020a). Of course, employee engagement and their motivation to work are influenced by many factors, which is the subject of many studies (Al-dalahmeh et al However, despite numerous studies available in the literature, there is still a certain gap related to research on involvement in the area of public administration (Borst et al, 2020a;Juchnowicz et al, 2020;Khusanova et al, 2021). This study will fill the gap in determining the level of commitment, especially since the WIGOR model will be used, which has not yet been used in public administration units.…”