The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance

The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance

This work aims to examine the relationship between performance-based pay, career incentives, organizational benefits and employee performance. It also aims to test the mediating role of distributive fairness in these relationships. Nigerian working class students in Universiti Utara Malaysia (UUM) w...

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Main Author: Ismail, Abdussalaam Iyanda
Format: Thesis
Language:eng
eng
Published: 2014
Subjects:
HD58.7 Organizational Behavior.
Online Access:https://etd.uum.edu.my/4044/1/s814241.pdf
https://etd.uum.edu.my/4044/7/s814241_abstract.pdf
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institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Abdul Majid, Abdul Halim
topic HD58.7 Organizational Behavior.
spellingShingle HD58.7 Organizational Behavior.
Ismail, Abdussalaam Iyanda
The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance
description This work aims to examine the relationship between performance-based pay, career incentives, organizational benefits and employee performance. It also aims to test the mediating role of distributive fairness in these relationships. Nigerian working class students in Universiti Utara Malaysia (UUM) were sampled. A total number of 140 respondents were given questionnaires to fill but 116 questionnaires were good enough for analysis. Descriptive analysis, correlation analysis and hierarchical regression analysis were used to analyze data and to test the hypotheses. The overall findings indicated that there are relationships between performance-based pay, career incentives, organizational benefits and employee performance. Moreover, it was also found that distributive fairness partially mediated the relationships between performance-based pay, career incentives, organizational benefits and employee performance. This study is limited in the aspect of various organizational characteristics such as type, ownership, and size and the aspects of personal characteristics such as gender, position, length of service, and qualification. Therefore, future researches should examine the various aspects of organizational characteristics and personal characteristics in relation to performance-based pay, career incentives and organizational benefits within organizations. Organizations thrive through the instrumentality of people because they possess the required skills, knowledge and competencies needed for the execution of organizational strategy and planning. Hence, organizations should entrench a competitive total remuneration package that consists of properly-handled performance-based pay system, career incentives and various organizational benefits based on the principle of distributive fairness. In addition, management should build up an effective pay design and management systems in organizations. Openness in communication and employee participation in the pay design and management help in achieving this goal
format Thesis
qualification_name other
qualification_level Master's degree
author Ismail, Abdussalaam Iyanda
author_facet Ismail, Abdussalaam Iyanda
author_sort Ismail, Abdussalaam Iyanda
title The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance
title_short The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance
title_full The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance
title_fullStr The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance
title_full_unstemmed The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance
title_sort mediating role of distributive fairness in the relationship between performance-based pay, career incentive organizational benefits and employee performance
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2014
url https://etd.uum.edu.my/4044/1/s814241.pdf
https://etd.uum.edu.my/4044/7/s814241_abstract.pdf
_version_ 1747827670121447424
spelling my-uum-etd.40442022-05-23T01:48:22Z The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance 2014-07 Ismail, Abdussalaam Iyanda Abdul Majid, Abdul Halim Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. This work aims to examine the relationship between performance-based pay, career incentives, organizational benefits and employee performance. It also aims to test the mediating role of distributive fairness in these relationships. Nigerian working class students in Universiti Utara Malaysia (UUM) were sampled. A total number of 140 respondents were given questionnaires to fill but 116 questionnaires were good enough for analysis. Descriptive analysis, correlation analysis and hierarchical regression analysis were used to analyze data and to test the hypotheses. The overall findings indicated that there are relationships between performance-based pay, career incentives, organizational benefits and employee performance. Moreover, it was also found that distributive fairness partially mediated the relationships between performance-based pay, career incentives, organizational benefits and employee performance. This study is limited in the aspect of various organizational characteristics such as type, ownership, and size and the aspects of personal characteristics such as gender, position, length of service, and qualification. Therefore, future researches should examine the various aspects of organizational characteristics and personal characteristics in relation to performance-based pay, career incentives and organizational benefits within organizations. Organizations thrive through the instrumentality of people because they possess the required skills, knowledge and competencies needed for the execution of organizational strategy and planning. Hence, organizations should entrench a competitive total remuneration package that consists of properly-handled performance-based pay system, career incentives and various organizational benefits based on the principle of distributive fairness. In addition, management should build up an effective pay design and management systems in organizations. Openness in communication and employee participation in the pay design and management help in achieving this goal 2014-07 Thesis https://etd.uum.edu.my/4044/ https://etd.uum.edu.my/4044/1/s814241.pdf text eng public https://etd.uum.edu.my/4044/7/s814241_abstract.pdf text eng public other masters Universiti Utara Malaysia Abekah-Nkrumah, G. & Atinga, R.A. (2013). Exploring the link between organisational justice and job satisfaction and performance in Ghanaian hospitals. Do demographic factors play a mediating role? International Journal of Workplace Health Management, 6(3), 189-204. 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