Performance Based Pay Management as a Determinant of Procedural Justice

Razak, Mohd Ridwan Abd; Ismail, Azman; Ali, Enah

doi:10.37134/jcit.vol8.3.2018

Cited by 3 publications

(3 citation statements)

References 23 publications

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“…Highlighting the importance of teacher job satisfaction is essential for cultivating educators' dedication to producing outstanding students. Individuals facing elevated expectations in their work environment tend to experience heightened levels of satisfaction, positively influencing the overall work process (Abd Razak et al, 2018). According to Hamali (2016), job satisfaction serves as an indicator of positive emotions in an individual, representing their value in the workforce through the work environment factor.…”

Section: The Relationship Between Job Satisfaction and Work Productivitymentioning

confidence: 99%

Determining Factors of Job Satisfaction in TVET Organizations towards Work Productivity in Achieving SDGs

Mohd Rokeman,

Che Kob

2024

IJARPED

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Job satisfaction plays a role in enhancing excellent work productivity in Technical and Vocational Education and Training (TVET) institutions in Malaysia. The role of job satisfaction is crucial in the competition of global challenges in the ever-evolving world of education. The focus of this study aligns with the Sustainable Development Goals (SDGs) and the Fourth Industrial Revolution (4IR) to promote quality education and health well-being for all societies. The purpose of this study is to examine the factors in job satisfaction and work productivity in the context of preserving SDGs. This qualitative study involves secondary data sources such as books, journal articles, and online resources focusing on SDGs. The main challenge in preserving sustainable development to achieve the Vision of Prosperity 2030 (WKB 2030) is by providing a work environment that can enhance job satisfaction, thereby positively impacting work productivity and placing the 17 SDGs at the heart of human wellbeing, especially in TVET organizations.

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Section: The Relationship Between Job Satisfaction and Work Productivitymentioning

confidence: 99%

Determining Factors of Job Satisfaction in TVET Organizations towards Work Productivity in Achieving SDGs

Mohd Rokeman,

Che Kob

2024

IJARPED

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“…Whereas, for the organization that operates in the global market with high competition, they are more likely to choose a merit-based pay system. Within this pay system, the amount, type, and level of pay is determined based on a worker's productivity (Abd Razak et al, 2018;Harada, 2019). In-depth analysis of the literature has revealed that there are two dimensions of merit-based pay.…”

Section: Introductionmentioning

confidence: 99%

Interactional Fairness as a Mediator Between Merit-Based Pay Management and Organizational Commitment

Razak¹,

Ali²

2021

APMAJ

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The purpose of this quantitative study was to evaluate the ability of interactional fairness as a mediator in the relationship between merit-based pay management (such as communication and performance assessment) and organizational commitment. A cross-sectional technique was used to collect 450 useable data of workers from a government-linked company (GLC), who had served more than five years in Selangor and Kuala Lumpur. The outcomes of the Partial Least Square Structural Equation Modelling (PLS-SEM) path model analysis indicated three important findings. First, communication and performance assessment was significantly correlated with interactional fairness. Second, interactional fairness was significantly correlated with organizational commitment. Third, communication, performance assessment and interactional fairness were significantly correlated with organizational commitment. Statistically, the findings of this study verified that the relationship between communication and performance assessment with organizational commitment is indirectly influenced by interactional fairness. These findings would benefit researchers and organizational management to recognize the importance of merit-based pay management (communication and performance assessment) to nurture employees’ positive feelings, behaviors, and attitudes in an organization. An effective pay management system would likely improve employees’ morale and enhance organizational competitiveness in facing the challenges of the COVID-19 pandemic. Keywords: communication, interactional fairness, merit-based pay management, organizational commitment, performance assessment

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“…Amalan pendekatan ini dilihat lebih kompetitif kerana ia dapat menarik, mengekal dan memotivasikan pekerja yang kompeten dan berprestasi tinggi untuk kekal bersama organisasi (Alhajjar et al, 2018;Azman & Ridwan, 2017;Ganesh, 2016). Natijahnya, keadaan ini akan merangsang peningkatan produktiviti dan daya saing organisasi di peringkat tempatan dan antarabangsa (Ismail & Razak, 2017b;Razak et al, 2018).…”

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Analisis Keperluan Kompetensi Pengurus Dalam Mengurus Sistem Gaji Berdasarkan Prestasi

RAZAK

Ali

2022

IJHTC

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- Management of wages system is an important role in organizational management. It has been a topic of discussion and debate among scholars in the context of organizational management as well as academic. This study is intended to identify and understand in a deeper basis on the essential dimensions of the competencies that must be possessed by a manager to manage performance-based wages. In depth reviews were made through an analysis of 88 latest literature studies published between 2013 and 2020 in relation to performance-based wages management. Findings from this study showed that there are three essential dimensions of competencies that need to be possessed by the manager to manage the performance-based wages system efficiently and effectively which is communication, participation, and performance appraisal. In this regard, it is a priority to the organization to choose and/or equip the manager who is responsible for managing performance-based wages system with these three dimensions of competency to realize the goals of employees and organizations. Abstrak - Pengurusan sistem gaji merupakan fungsi penting dalam pengurusan organisasi. Ia telah menjadi topik perbincangan dan perdebatan dalam kalangan sarjana sama ada dalam konteks pengurusan organisasi dan juga akademik. Kajian ini adalah bertujuan untuk mengenal pasti dan memahami dengan lebih mendalam tentang dimensi-dimensi penting dalam kompetensi yang perlu dimiliki oleh seseorang pengurus untuk mengurus sistem gaji berdasarkan prestasi. Penelitian yang mendalam telah dilakukan melalui analisis terhadap 88 kajian-kajian literatur terkini yang diterbitkan antara tahun 2013 hingga 2020 berkaitan dengan pengurusan gaji berdasarkan prestasi. Penemuan daripada kajian ini menunjukkan bahawa terdapat tiga dimensi penting kompetensi yang perlu dimiliki oleh pengurus untuk mengurus sistem gaji berdasarkan prestasi dengan cekap dan berkesan iaitu komunikasi, penglibatan, dan penilaian prestasi. Sehubungan itu, adalah menjadi keutamaan kepada organisasi untuk memilih dan/atau melengkapkan pengurus yang bertanggungjawab mengurus sistem gaji berdasarkan prestasi dengan ketiga-tiga dimensi kompetensi ini bagi merealisasikan matlamat pekerja dan organisasi.

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Performance Based Pay Management as a Determinant of Procedural Justice

Cited by 3 publications

References 23 publications

Determining Factors of Job Satisfaction in TVET Organizations towards Work Productivity in Achieving SDGs

Determining Factors of Job Satisfaction in TVET Organizations towards Work Productivity in Achieving SDGs

Interactional Fairness as a Mediator Between Merit-Based Pay Management and Organizational Commitment

Analisis Keperluan Kompetensi Pengurus Dalam Mengurus Sistem Gaji Berdasarkan Prestasi

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