scholarly journals Managers' Roles in Performance-Based Reward Enhancing Employees’ Feelings of Procedural Justice

KINERJA ◽  
2017 ◽  
Vol 21 (2) ◽  
pp. 145
Author(s):  
Azman Ismail ◽  
Mohd Ridwan Abd Razak
Keyword(s):  
Procedural Justice ◽  
Performance Assessment ◽  
Model Analysis ◽  
Path Model ◽  
And Performance

This study assesses the correlation between managers’ roles in performance based reward and procedural justice at disaster agencies in Malaysia. The outcomes of SmartPLS (PLS-SEM) path model analysis demonstrated that the capability of management to correctly apply communication, involvement and performance assessment in performance-based reward could lead to higher employees' feelings of procedural justice in the organizational sample. Further, this study offers discussion, implications, and conclusion.Keywords: Managers’ roles, performance based reward, procedural justice, SmartPLS

scholarly journals Effect of Management of Performance Reward Systems on Subordinates’ Satisfaction with Job in Malaysian Fire and Rescue Department

2017 ◽  
Vol 8 (2) ◽  
pp. 115
Author(s):  
Azman Ismail ◽  
Yusniati Ishak ◽  
Anis Anisah Abdullah
Keyword(s):  
Job Satisfaction ◽  
Performance Assessment ◽  
Model Analysis ◽  
Information Delivery ◽  
Path Model ◽  
Survey Method ◽  
Reward Systems ◽  
Handling Performance ◽  
And Performance ◽  
Intrinsic Job Satisfaction

This research was to measure the correlation between management of performance reward systems on subordinates’ satisfaction towards the job. A survey method was utilized to collect data from subordinates who worked at the headquarters of fire and rescue departments in Malaysia. The outcomes of SmartPLS path model analysis display two important findings. First, the implementation of information delivery and performance assessment in handling performance reward systems have enhanced subordinates’ intrinsic job satisfaction, but the implementation ofinvolvement hypothesized performance reward systems has not enhanced subordinates’ intrinsic job satisfaction. Second, implementation of information delivery, involvement and performance assessment in handling performance reward systems have also enhanced subordinates’ extrinsic job satisfaction.

One-dimensional model analysis and performance assessment of Tesla turbine

2018 ◽  
Vol 134 ◽  
pp. 546-554 ◽  
Author(s):  
Jian Song ◽  
Xiao-dong Ren ◽  
Xue-song Li ◽  
Chun-wei Gu ◽  
Ming-ming Zhang
Keyword(s):  
Performance Assessment ◽  
Model Analysis ◽  
Dimensional Model ◽  
One Dimensional ◽  
And Performance

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

2021 ◽  
Vol 16 (1) ◽  
pp. 93-117
Author(s):  
Mohd Ridwan Abd Razak ◽  
◽  
Enah Ali ◽  
Keyword(s):  
Organizational Commitment ◽  
Performance Assessment ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Cross Sectional ◽  
Communication Performance ◽  
And Performance ◽  
The Relationship

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

Cross-reactivity and performance assessment of four microcystin immunoassays with detoxication products of the cyanobacterial toxin, microcystin-LR

2002 ◽  
Vol 51 (3) ◽  
pp. 145-151 ◽  
Author(s):  
J. S. Metcalf ◽  
K. A. Beattie ◽  
J. Ressler ◽  
S. Gerbersdorf ◽  
S. Pflugmacher ◽  
...  
Keyword(s):  
Performance Assessment ◽  
Cross Reactivity ◽  
Cyanobacterial Toxin ◽  
And Performance

Energy balance and performance assessment of PV systems installed at a positive-energy building (PEB) solar energy research centre

Solar Energy ◽  
2020 ◽  
Vol 212 ◽  
pp. 258-274
Author(s):  
C. Zomer ◽  
I. Custódio ◽  
S. Goulart ◽  
S. Mantelli ◽  
G. Martins ◽  
...  
Keyword(s):  
Energy Balance ◽  
Solar Energy ◽  
Performance Assessment ◽  
Research Centre ◽  
Positive Energy ◽  
Energy Research ◽  
Pv Systems ◽  
And Performance
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