Perhubungan antara Sistem Komunikasi Pampasan dan Kepuasan Kerja: Adakah Keadilan Prosedur Memainkan Peranan Bersyarat?

Authors

  • Azman Ismail Fakulti Sains Kognitif & Pembangunan Manusia Universiti Malaysia Sarawak, Malaysia
  • Abdul Fatah Ismail Fakulti Sains Kognitif & Pembangunan Manusia Universiti Malaysia Sarawak, Malaysia
  • Mohd Noor Mohd Shariff Fakulti Pengurusan Perniagaan Universiti Utara Malaysia, Malaysia

DOI:

https://doi.org/10.32890/ijms2007.14.1.6

Keywords:

Sistem komunikasi pampasan, keadilan prosedur dan kepuasan kerja

Abstract

Literatur pengurusan pampasan mengketengahkan bahawa darjah keteguhan perhubungan antara sistem komunikasi pampasan dengan sikap dan gelagat pekerja akan berubah apabila perasaan keadilan prosedur hadir dalam organisasi. Bukti empirik ini telah dijadikan panduan untuk membentuk satu kerangka konsepsual kajian dan ia telah diuji menggunakan data yang dikumpulkan melalui kaedah temuduga dan borang kaji selidik. Saiz sampel kajian ini ialah 99 responden yang telah melengkapkan borang soal selidik. Keputusan pengujian hipotesis menggunakan analisis regresi berganda hierarki menunjukkan bahawa pengetahuan tentang sistem pampasan berupaya membangkitkan perasaan adil dalam diri para pekerja terhadap prosedur pembahagian ganjaran. Seterusnya perasaan adil ini mampu pula mendorong para pekerja meningkatkan kepuasan kerja. Manakala layanan ketua terdekat tidak berupaya membangkitkan perasaan adil dalam diri para pekerja terhadap prosedur pembahagian ganjaran. Apabila perasaan tidak adil wujud, ia tidak mampu mendorong para pekerja meningkatkan kepuasan kerja. Keputusan kajian ini mungkin dipengaruhi oleh faktor luaran, iaitu budaya pengurusan pampasan yang diamalkan dalam organisasi kajian. Kajian ini mengesahkan bahawa keadilan prosedur memainkan peranan penting sebagai moderator separuh dalam model sistem pampasan syarikat ICT, Kuching, Sarawak. Justeru itu, implikasi kajian ini terhadap teori dan amalan pampasan, limitasi metodologi dan kerangka konseptual, serta cadangan kajian akan datang juga dibincangkan dalam kajian ini.

 

Downloads

Download data is not yet available.

References

Adams, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.

Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Eds.), Advances in Experiments Social Psychology, 2, 267-299). New York: Academic Press.

Ambrose, M. L. (2002). Contemporary justice research: A new look at familiar questions. Organizational Behavior and Human Decision Processes, 89 (1), 803-812.

Anthony, W. P., Perrewe, P. L., & Kacmar, K. M. (1996). Strategic human resource management. New York: Harcourt Brace & Company.

Armstrong, M., & Murlis, H. (1980). A handbook of salary administration. London: Kogan Page Limited.

Armstrong, M. & Murlis, H. (1994). Reward management: A handbook of remuneration strategy and practice. London: Kogan Page, London.

Balkin, D., & Gomez-Mejia, L. R. (1990). Matching compensation and organizational strategies. Strategic Management Journal II, 153-169.

Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51 (6), 1173-1182.

Bryman, A., & Bell, E. (2003). Business research methods. Oxford University Press.

Cascio, W. F. (1995). Managing human resources. New York: McGraw-Hill, Inc.

Chang, P. L., & Chen, W. L. (2002). The effect of human resource management practices on firm performance: Empirical evidence from high-tech firms in Taiwan. International Journal of Management, 19 (4), 622-630. 138 IJMS 14 (1), 121-142 (2007)

Cohen, J., & Cohen, P. (1983). Applied multiple regression/correlation analysis for the behavioural sciences. Hillsdale, NJ: Erlbaum. www.ijms.uum.edu.my

Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organization: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278-324.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng., K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425-445.

Cresswell, J. W. (1998). Qualitative inquiry and research design: Choosing among five traditions. London: SAGE Publications.

Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. R. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58, 164-209.

Cropanzano, R., & Greenberg, J. (1997). Progress in organizational justice: Tunelling through the maze. In C.L. Cooper, & I. Robertson (Eds.), International Review of Industrial and Organizational Psychology, 12, 317-371. New York: John Wiley & Sons.

Cross, W. (1995). Encylopedia dictionary of business terms. Engleewood Cliffs, N.J: Prentice Hall.

Davis, D. (1996). Business research for decision making. Belmont: Duxbury Press.

DeCarufel, A. (1986). Pay secrecy, social comparison, and relative deprivation in organizations. In J. M. Olson, C. P. Herman, & M. P. Zanna (Eds.), Relative Deprivation and Social Symposium, 4, 181-199. Hillsdale, NJ: Lawrence Erlbaum.

Edward, J. E., & Thomas, M. D. (1993). The organizational survey process: General stepsand practical considerations. American Behavioural Scientist, 34 (4), 419-443.

Fitzgerald, L. R. (2000). Culture and compensation. In L. A. Berger, & D. R. Berger (Eds.), The Compensation Handbook: A State-of-the-Art Guide to Compensation Strategy and Design, 531-540. New York: The McGraw-Hill Co., Inc.

Flannery, T. P., Hofrichter, D. A., & Platten, P. E. (1996). People, performance, and pay: Dynamic compensation for changing organizations. New York: The Free Press.

Folger, R., & Greenberg, J. (1985). Procedural justice: An interpretive analysis of personnel systems. In Rowland, K., and Ferris, G. Research in Personnel and Human Resource Management, 3, 141-183. Greenwich, CT: JAI.

Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115-130. IJMS 14 (1), 121-142 (2007) 139

Greenberg, J. (1987a). Reactions to procedural injustice in payment distributions: Do the means justify the ends? Journal of Applied www.ijms.uum.edu.my Psychology, 72, 55-61.

Greenberg, J. (1987b). Using diaries to promote procedural justice in performance appraisals. Social Justice Research, I, 219-234.

Greenberg, J. (1996). The quest for justice on the job: Essays and experiments. Thousand Oaks, CA: Sage.

Greenberg, J. (2003). Creating unfairness by mandating fair procedures: The hidden words of a pay-for-performance plan. Human Resource Management Review, 13, 41-57.

Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis. New Jersey: Prentice-Hall International, Inc.

Henderson, R. I. (2000). Compensation management in a knowledge based-world. New Jersey: Prentice-Hall.

Heneman, H. G., & Schwab, D. P. (1985). Pay satisfaction multidimensional nature and measurement. International Journal of Psychology, 20, 129-141.

Hewitt Associates (1991). Total compensation management: Reward management strategies for the 1990s. Blackwell, Oxford.

Jaccard, J., Turrisi, R., & Wan, C. K. (1990). Interaction effects in multiple regression, 72. Newsbury Park, California: SAGE Publications, Inc.

Jones, F. F., Scarpello, V., & Bergman, T. (1999). Pay procedures – what makes them fair? Journal of Occupational and Organization Psychology, 72 (2), 129-145.

Kleinbaum, D. G., Kupper, L. L., & Muller, K. F. (1988). Applied regression analysis and other multivariable methods. Boston, Mass: PWS-Kent Publishing, Co.

Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behaviour and social exchange. Academy of Management Journal, 37, 656-699.

Kreitner, R., & Kinicki, A. (1998). Organizational behavior. Boston: McGraw-Hill Company, Inc.

Latham, G. P., Skarlicki, D., Irvine, D., & Siegel, J. P. (1993). The increasing importance of performance appraisals to employee effectiveness in organizational settings in North America. In C. Cooper, & J. T. Robertson (Eds.), International Review of Industrial and Organizational Psychology, 87-132. Chichester, UK: Wiley.

Lawler, E. E. III. (1965). Managers’ perceptions of their subordinates’ pay and their superiors’ pay. Personnel Psychology, 18, 413-422.

Lawler, E. E. III. (1972). Secrecy and the need to know. In M. Dunnette, R. House, & H. Tosi, Readings in Management Motivation and Compensation. 455-476. East Lansing: Michigan State University Press. 140 IJMS 14 (1), 121-142 (2007)

Lawler, E. E. (1981). Pay and organizational development. Reading, Mass.: Addison-Wesley. www.ijms.uum.edu.my

Lawler, E. E. (1982). Strategies for improving the quality of work life. American Psychologist, 37, 486-493.

Lawler, E. E. (1984). The strategic design of reward systems. In C. J. Fombrun, N. Tichy, & M. Devanna (Eds.), Strategic Human Resource Management. 127-147. New York: Wiley.

Lawler, E. E. (1990). Strategic pay: Alligning organizational strategies and pay systems. San Francisco: Jossey-Bass.

Leedy, P. D., & Ormrod, J. E. (2005). Practical research: Planning and design. Pearson Education Ltd.

Leventhal, G. S. (1976). Fairness in social relationships. In J. T. Spence, & R. C. Carson (Eds.), Contemporary Topics in Social Psychology. 211-240. Morristown, New Jersey: General Learning Press.

Mamman, A., & Sulaiman, M. (1996). Managerial attitudes to pay system in the Malaysian public sector. Malaysian Management Review, 31 (1), 29-43.

Mark, M. M., & Folger, R. (1984). Responses to relative deprivation: A conceptual framework. In P. Shaver (Eds.), Review of Personality and Social Psychology, 5, 192-218. Beverly Hills, CA: Sage.

Martin, J. E., & Lee, R. T. (Autumn 1992). Pay Knowledge and Referents in a Tiered-Employment Setting. Industrial Relations (Canadian), 47 (4), 54-671.

Maurer, J. G., Shulman, J. M., Ruwe, M. C., & Becherer, R. G. (1995). Encylopedia of business. New York: Gale Research.

Miceli, M. P., & Lane, M. C. (1991). Antecedents of pay satisfaction: A review and extension. Research in Personnel Resources Management, 9, 235-309.

Milkovich, G. T., & Newman, J. M. (2005). Compensation. Boston: Irwin McGraw-Hill.

Moorman, R.H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.

Mowen, J. P., Keith, J. E., Brown, S. W., & Jackson, D. W. (1985). Utilizing effort and task difficulty information in evaluating salespeople. Journal of Marketing Research, 22 (2), 185-191.

Morgan, G. A., Gliner, J. A., & Harman, R. J. (1999). Evaluating the validity of a research study. Journal of the American Academy of Children, 38 (4), 480-486.

Nunally, J. C., & Bernstein, I. H. (1994). Psychometric theory. New York: McGraw-Hill.

Peterson, R. A. (2000). A meta-analysis of variance accounted for and factor loadings in exploratory factor analysis. Marketing Letters, 11 (3), 261-275. IJMS 14 (1), 121-142 (2007) 141

Pettijohn, C. E., Pettijohn, L. S., & d’Amico, M. (2001). Charateristics of performance appraisals and their impact on sales force www.ijms.uum.edu.my satisfaction.’Human Resource Development Quarterly, 12 (2), 127-146.

Rajkumar, K. (1995). Paying for performance: Designing effective compensation strategies. Malaysia: Pelanduk Publications (M) Sdn. Bhd.

Reagan, J. (2000). Toward a set of standards for the use of factor analysis in the Journal of Broadcasting & Electronic Media. Journal of Broadcasting & Electronic Media, 44 (2), 324-328.

Robbins, S. P., & Coultar, M. (2005). Management. Upper Saddle River, N.J: Pearson Prentice Hall

Rosenberg, J. M. (1983). Dictionary of business & management. New York: John Wiley & Sons, Inc.

Sekaran, U. (2000). Research methods for business: A skill building approach. New York: John Wiley & Sons, Inc.

Salkind, N. J. (2003). Exploring research. New Jersey: Pearson Education Ltd.

Snell, B. (2002). Management competing in the new era. Boston: McGraw-Hill Irwin.

Sweeney, P. D., & McFarlin, D. B. (1993). Workers’ evaluation of the “ends” and the”“means”: An examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, 55, 23-49.

Tabachnick, B. G., & Fidell, L. S. (2001). Using multivariate statistics. Sydney: Allyn & Bacon.

Thibault, J., & Walker, L. (1978). A theory of procedure. California Law Review, 66, 541-566.

Van Maanen, J. (1983). Qualitative methodology. Baverly Hills, CA: Sage Publications.

Wallace, M. J., & Fay, C. H. (1988). Compensation theory and practice. Massachusetts: PWS-Kent Publishing Company.

Warner, M. (1997). The concise international encylopedia of business & management. London: International Thompson Business Press.

Warr, P. B., Cook, J., & Wall, T. D. (1979). Scales for the measurement of some work attitudes and aspects of psychological well-being. Journal of Occupational Psychology, 52, 129-148.

Williams, M. L. (1995). Antecedents of employee benefit level satisfaction: A test of a model. Journal of Management, 21 (6), 1097-1128.

Wright, L. L. (1996). Qualitative international management research. In B. J. Punnett, & O. Shenkar (Eds.), Handbook for International Management Research. 63-81. Oxford, UK: Blackwell Publishers Inc. 142 IJMS 14 (1), 121-142 (2007)

Downloads

Published

01-06-2007

Research impact

Harvested 2026-09-08
2 citations, from OpenAlex — the highest of the sources checked

Counts differ between services because each indexes a different body of literature. None of them is the whole picture.

Identifiers DOI 10.32890/ijms2007.14.1.6 OpenAlex W43987923

Most read articles by the same author(s)