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The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention

This is a study on employees’ perception of justice towards performance-based pay and the effect of these perceptions on their turnover intention. This study aims to examine the mediating role played by distributive and procedural justice in linking pay distribution and pay procedure of performance-...

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Main Authors: Kuan, Mei Yang, Rusli, Ahmad, Siti Mariam, Abdullah
Format: Article
Language:English
Published: Faculty of Cognitive Sciences and Human Development (FCSHD), UNIMAS 2015
Subjects:
B Philosophy (General)
BF Psychology
QP Physiology
Online Access:http://ir.unimas.my/id/eprint/41843/3/The%20Mediating%20Effects.pdf
http://ir.unimas.my/id/eprint/41843/
https://publisher.unimas.my/ojs/index.php/JCSHD/article/view/183
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spelling my.unimas.ir.418432023-05-23T06:24:37Z http://ir.unimas.my/id/eprint/41843/ The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention Kuan, Mei Yang Rusli, Ahmad Siti Mariam, Abdullah B Philosophy (General) BF Psychology QP Physiology This is a study on employees’ perception of justice towards performance-based pay and the effect of these perceptions on their turnover intention. This study aims to examine the mediating role played by distributive and procedural justice in linking pay distribution and pay procedure of performance-based pay to employees’ turnover intention. A review of past literature in this particular area has prompted the researchers to narrow the gaps in previous studies. Towards that, this study utilized questionnaires which were administered among 50 non-managerial employees currently working in a private company located in Kuching, Sarawak, East Malaysia. Data analysis was done using Statistical Package for Social Sciences (SPSS), Version 20.0. Pearson Correlation and Stepwise Regression were used to examine the relationship between the variables. The outcomes of Stepwise Regression revealed that distributive justice fully mediated the relationship between pay distribution and employees’ turnover intention in contrast to procedural justice which did not have a significant impact in the relationship. The findings of this study are useful references for organisation management of the pay system to improve employees’ performance. Faculty of Cognitive Sciences and Human Development (FCSHD), UNIMAS 2015-08 Article PeerReviewed text en http://ir.unimas.my/id/eprint/41843/3/The%20Mediating%20Effects.pdf Kuan, Mei Yang and Rusli, Ahmad and Siti Mariam, Abdullah (2015) The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention. Journal of Cognitive Sciences and Human Development, 1 (1). pp. 1-10. ISSN 2462-1153 https://publisher.unimas.my/ojs/index.php/JCSHD/article/view/183 DOI: https://doi.org/10.33736/jcshd.183.2015
institution Universiti Malaysia Sarawak
building Centre for Academic Information Services (CAIS)
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Malaysia Sarawak
content_source UNIMAS Institutional Repository
url_provider http://ir.unimas.my/
language English
topic B Philosophy (General)
BF Psychology
QP Physiology
spellingShingle B Philosophy (General)
BF Psychology
QP Physiology
Kuan, Mei Yang
Rusli, Ahmad
Siti Mariam, Abdullah
The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention
description This is a study on employees’ perception of justice towards performance-based pay and the effect of these perceptions on their turnover intention. This study aims to examine the mediating role played by distributive and procedural justice in linking pay distribution and pay procedure of performance-based pay to employees’ turnover intention. A review of past literature in this particular area has prompted the researchers to narrow the gaps in previous studies. Towards that, this study utilized questionnaires which were administered among 50 non-managerial employees currently working in a private company located in Kuching, Sarawak, East Malaysia. Data analysis was done using Statistical Package for Social Sciences (SPSS), Version 20.0. Pearson Correlation and Stepwise Regression were used to examine the relationship between the variables. The outcomes of Stepwise Regression revealed that distributive justice fully mediated the relationship between pay distribution and employees’ turnover intention in contrast to procedural justice which did not have a significant impact in the relationship. The findings of this study are useful references for organisation management of the pay system to improve employees’ performance.
format Article
author Kuan, Mei Yang
Rusli, Ahmad
Siti Mariam, Abdullah
author_facet Kuan, Mei Yang
Rusli, Ahmad
Siti Mariam, Abdullah
author_sort Kuan, Mei Yang
title The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention
title_short The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention
title_full The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention
title_fullStr The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention
title_full_unstemmed The Mediating Effects of Organizational Justice in Determining the Relationship between Performance-Based Pay and Employees’ Turnover Intention
title_sort mediating effects of organizational justice in determining the relationship between performance-based pay and employees’ turnover intention
publisher Faculty of Cognitive Sciences and Human Development (FCSHD), UNIMAS
publishDate 2015
url http://ir.unimas.my/id/eprint/41843/3/The%20Mediating%20Effects.pdf
http://ir.unimas.my/id/eprint/41843/
https://publisher.unimas.my/ojs/index.php/JCSHD/article/view/183
_version_ 1767209879366270976
score 13.211869

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