Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara

Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara

Pekerja merupakan salah satu aset penting dalam organisasi kerana menjadi tulang belakang organisasi. Berhenti kerja dalam kalangan pekerja merupakan masalah yang serius dalam organisasi di seluruh dunia. Pekerja yang mempunyai niat untuk berhenti kerja akan memberi kesan negatif kepada organisasi d...

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Main Author: Brenda Ranee, Francis
Format: Thesis
Language:English
English
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Published: 2023
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H Social Sciences (General)
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http://ir.unimas.my/id/eprint/42104/4/Thesis%20PhD_Brenda%20Ranee%20Francis_24pages.pdf
http://ir.unimas.my/id/eprint/42104/12/Brenda%20Ranee%20ft.pdf
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institution Universiti Malaysia Sarawak
collection UNIMAS Institutional Repository
language English
English
English
topic H Social Sciences (General)
spellingShingle H Social Sciences (General)
Brenda Ranee, Francis
Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara
description Pekerja merupakan salah satu aset penting dalam organisasi kerana menjadi tulang belakang organisasi. Berhenti kerja dalam kalangan pekerja merupakan masalah yang serius dalam organisasi di seluruh dunia. Pekerja yang mempunyai niat untuk berhenti kerja akan memberi kesan negatif kepada organisasi dalam tempoh jangka masa yang panjang. Sehubungan itu, keadilan penilaian prestasi yang tidak adil sering kali menimbulkan konflik antara penyelia dan pekerja. Ini disebabkan oleh keadilan merupakan salah satu sokongan organisasi yang dirasakan oleh pekerja. Sokongan organisasi yang dirasai oleh pekerja boleh memberi kesan kesejahteraan kepada pekerja kerana boleh menjadikan pekerja berkembang maju dan menyumbang secara positif kepada organisasi. Oleh yang demikian, tujuan kajian ini adalah untuk mengkaji hubungan diantara dimensi keadilan penilaian prestasi dan faktor demografi terpilih dengan niat berhenti kerja dalam kalangan anggota polis serta peranan sokongan organisasi sebagai perantara dalam kalangan anggota polis. Kajian ini penting kerana isu niat berhenti kerja, keadilan penilaian prestasi dan sokongan organisasi merupakan jurang kajian yang serius dalam organisasi badan beruniform. Unit analisis bagi kajian ini adalah individu yang melibatkan anggota polis. Dalam kajian ini, telah menggunakan pendekatan kuantitatif dan keratan rentas. Data seramai 513 responden dari kontinjen Sarawak telah diperolehi melalui kaedah tinjauan melalui talian serta di analisa menggunakan Perisian SPSS PLS-SEM. 18 hipotesis telah diuji dan didapati sembilan hipotesis disokong dan sembilan hipotesis tidak disokong. Keadilan prosedur (formal), keadilan distributif, keadilan interpersonal dan keadilan maklumat tidak mempunyai hubungan yang signifikan terhadap niat berhenti kerja. Namun, tidak bagi keadilan prosedur (interaksi) dan niat berhenti kerja. Dalam kajian ini, empat dimensi keadilan penilaian prestasi mempunyai hubungan positif yang signifikan terhadap sokongan organisasi. Namun, tidak bagi dimensi keadilan interpersonal dan sokongan organisasi. Seterusnya, sokongan organisasi mempunyai hubungan negatif yang signifikan terhadap niat berhenti kerja. Sokongan organisasi mempunyai hubungan pengantara yang signifikan antara keadilan prosedur (formal), keadilan prosedur (interaksi), keadilan distributif dan keadilan maklumat dalam penilaian prestasi dengan niat berhenti kerja. Manakala, sokongan organisasi, bukan menjadi perantara bagi hubungan di antara keadilan interpersonal dalam penilaian prestasi dengan niat berhenti kerja. Selain itu juga, didapati tiada perbezaan persepsi antara jantina dan multi-generasi terhadap persepsi niat berhenti kerja. Menurut model struktur, konstruk dimensi keadilan penilaian prestasi telah menyumbang sebanyak 35.1% varians kepada konstruk sokongan organisasi. Manakala, bagi konstruk niat berhenti pula telah menjelaskan sebanyak 13.1% varians yang telah disumbangkan dari keseluruhan pemboleh ubah dalam kajian ini. Ini menunjukkan bahawa kepentingan mengekalkan kesejahteraan dalam kalangan anggota polis serta menggalakkan persekitaran kerja yang positif serta iklim organisasi yang menyokong boleh menurunkan niat berhenti kerja dalam kalangan anggota polis. Kajian ini memberi sumbangan yang baharu kerana telah meneliti setiap dimensi keadilan penilaian prestasi terutamanya keadilan prosedur (formal) dan keadilan prosedur (interaksi) yang kurang diterokai oleh pengkaji terdahulu.
format Thesis
qualification_name Doctor of Philosophy (PhD.)
qualification_level Doctorate
author Brenda Ranee, Francis
author_facet Brenda Ranee, Francis
author_sort Brenda Ranee, Francis
title Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara
title_short Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara
title_full Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara
title_fullStr Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara
title_full_unstemmed Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara
title_sort hubungan di antara dimensi keadilan penilaian prestasi dan perbezaan di antara faktor demografi terpilih dengan niat berhenti kerja dalam kalangan anggota polis: peranan sokongan organisasi sebagai perantara
granting_institution UNIVERSITI MALAYSIA SARAWAK
granting_department FAKULTI SAINS KOGNITIF DAN PEMBANGUNAN MANUSIA
publishDate 2023
url http://ir.unimas.my/id/eprint/42104/6/Declaration%20of%20Original%20Work_Brenda.pdf
http://ir.unimas.my/id/eprint/42104/4/Thesis%20PhD_Brenda%20Ranee%20Francis_24pages.pdf
http://ir.unimas.my/id/eprint/42104/12/Brenda%20Ranee%20ft.pdf
_version_ 1804888422457802752
spelling my-unimas-ir.421042024-06-20T07:20:01Z Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara 2023-06-30 Brenda Ranee, Francis H Social Sciences (General) Pekerja merupakan salah satu aset penting dalam organisasi kerana menjadi tulang belakang organisasi. Berhenti kerja dalam kalangan pekerja merupakan masalah yang serius dalam organisasi di seluruh dunia. Pekerja yang mempunyai niat untuk berhenti kerja akan memberi kesan negatif kepada organisasi dalam tempoh jangka masa yang panjang. Sehubungan itu, keadilan penilaian prestasi yang tidak adil sering kali menimbulkan konflik antara penyelia dan pekerja. Ini disebabkan oleh keadilan merupakan salah satu sokongan organisasi yang dirasakan oleh pekerja. Sokongan organisasi yang dirasai oleh pekerja boleh memberi kesan kesejahteraan kepada pekerja kerana boleh menjadikan pekerja berkembang maju dan menyumbang secara positif kepada organisasi. Oleh yang demikian, tujuan kajian ini adalah untuk mengkaji hubungan diantara dimensi keadilan penilaian prestasi dan faktor demografi terpilih dengan niat berhenti kerja dalam kalangan anggota polis serta peranan sokongan organisasi sebagai perantara dalam kalangan anggota polis. Kajian ini penting kerana isu niat berhenti kerja, keadilan penilaian prestasi dan sokongan organisasi merupakan jurang kajian yang serius dalam organisasi badan beruniform. Unit analisis bagi kajian ini adalah individu yang melibatkan anggota polis. Dalam kajian ini, telah menggunakan pendekatan kuantitatif dan keratan rentas. Data seramai 513 responden dari kontinjen Sarawak telah diperolehi melalui kaedah tinjauan melalui talian serta di analisa menggunakan Perisian SPSS PLS-SEM. 18 hipotesis telah diuji dan didapati sembilan hipotesis disokong dan sembilan hipotesis tidak disokong. Keadilan prosedur (formal), keadilan distributif, keadilan interpersonal dan keadilan maklumat tidak mempunyai hubungan yang signifikan terhadap niat berhenti kerja. Namun, tidak bagi keadilan prosedur (interaksi) dan niat berhenti kerja. Dalam kajian ini, empat dimensi keadilan penilaian prestasi mempunyai hubungan positif yang signifikan terhadap sokongan organisasi. Namun, tidak bagi dimensi keadilan interpersonal dan sokongan organisasi. Seterusnya, sokongan organisasi mempunyai hubungan negatif yang signifikan terhadap niat berhenti kerja. Sokongan organisasi mempunyai hubungan pengantara yang signifikan antara keadilan prosedur (formal), keadilan prosedur (interaksi), keadilan distributif dan keadilan maklumat dalam penilaian prestasi dengan niat berhenti kerja. Manakala, sokongan organisasi, bukan menjadi perantara bagi hubungan di antara keadilan interpersonal dalam penilaian prestasi dengan niat berhenti kerja. Selain itu juga, didapati tiada perbezaan persepsi antara jantina dan multi-generasi terhadap persepsi niat berhenti kerja. Menurut model struktur, konstruk dimensi keadilan penilaian prestasi telah menyumbang sebanyak 35.1% varians kepada konstruk sokongan organisasi. Manakala, bagi konstruk niat berhenti pula telah menjelaskan sebanyak 13.1% varians yang telah disumbangkan dari keseluruhan pemboleh ubah dalam kajian ini. Ini menunjukkan bahawa kepentingan mengekalkan kesejahteraan dalam kalangan anggota polis serta menggalakkan persekitaran kerja yang positif serta iklim organisasi yang menyokong boleh menurunkan niat berhenti kerja dalam kalangan anggota polis. Kajian ini memberi sumbangan yang baharu kerana telah meneliti setiap dimensi keadilan penilaian prestasi terutamanya keadilan prosedur (formal) dan keadilan prosedur (interaksi) yang kurang diterokai oleh pengkaji terdahulu. Unimas Malaysia Sarawak 2023-06 Thesis http://ir.unimas.my/id/eprint/42104/ http://ir.unimas.my/id/eprint/42104/6/Declaration%20of%20Original%20Work_Brenda.pdf text en staffonly http://ir.unimas.my/id/eprint/42104/4/Thesis%20PhD_Brenda%20Ranee%20Francis_24pages.pdf text en validuser http://ir.unimas.my/id/eprint/42104/12/Brenda%20Ranee%20ft.pdf text en validuser phd doctoral UNIVERSITI MALAYSIA SARAWAK FAKULTI SAINS KOGNITIF DAN PEMBANGUNAN MANUSIA Abdul Rahman, N. (2019, Jun 29). 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