Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank

Rewards always play a significant role in influencing company’s growth and employees’ retention. Employees in this new era are more interested in the way organization use its resources thus they seek better approach and effective organizational rewards practice as to be efficient as possible. Not to...

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Main Author:	Ahmad Ridzwan, Majid
Format:	Thesis
Language:	eng eng
Published:	2013
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/5210/1/s810911.pdf https://etd.uum.edu.my/5210/2/s810911_abstract.pdf
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id	my-uum-etd.5210
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Wan Mohd. Noor, Wan Shakizah
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Ahmad Ridzwan, Majid Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank
description	Rewards always play a significant role in influencing company’s growth and employees’ retention. Employees in this new era are more interested in the way organization use its resources thus they seek better approach and effective organizational rewards practice as to be efficient as possible. Not to mention that organizational rewards are one of the key elements to reward high-performer and eventually resulting in better performance traction and high retention. Nevertheless employees’ perceptions toward rewards over its transparency, fairness and objectivity are always being the key over the satisfaction of the rewards itself. Hence this study investigates the relationship between organizational rewards and work performance. The target group is HR Professional in Maybank’s Malaysia. The HR professionals were given standardized questionnaire in respect of the rewards practice in Maybank and required to respond to those questions accordingly. The data was collected from 128 questionnaires returned, out of 312 questionnaires distributed. Regression analysis results showed weak relationship between two components of rewards tested against work performance and the other showed no relationship at all, thus having weak linear correlation with work performance
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Ahmad Ridzwan, Majid
author_facet	Ahmad Ridzwan, Majid
author_sort	Ahmad Ridzwan, Majid
title	Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank
title_short	Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank
title_full	Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank
title_fullStr	Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank
title_full_unstemmed	Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank
title_sort	relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, maybank
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2013
url	https://etd.uum.edu.my/5210/1/s810911.pdf https://etd.uum.edu.my/5210/2/s810911_abstract.pdf
_version_	1747827884987252736
spelling	my-uum-etd.52102022-04-10T02:34:03Z Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank 2013 Ahmad Ridzwan, Majid Wan Mohd. Noor, Wan Shakizah Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Rewards always play a significant role in influencing company’s growth and employees’ retention. Employees in this new era are more interested in the way organization use its resources thus they seek better approach and effective organizational rewards practice as to be efficient as possible. Not to mention that organizational rewards are one of the key elements to reward high-performer and eventually resulting in better performance traction and high retention. Nevertheless employees’ perceptions toward rewards over its transparency, fairness and objectivity are always being the key over the satisfaction of the rewards itself. Hence this study investigates the relationship between organizational rewards and work performance. The target group is HR Professional in Maybank’s Malaysia. The HR professionals were given standardized questionnaire in respect of the rewards practice in Maybank and required to respond to those questions accordingly. The data was collected from 128 questionnaires returned, out of 312 questionnaires distributed. Regression analysis results showed weak relationship between two components of rewards tested against work performance and the other showed no relationship at all, thus having weak linear correlation with work performance 2013 Thesis https://etd.uum.edu.my/5210/ https://etd.uum.edu.my/5210/1/s810911.pdf text eng public https://etd.uum.edu.my/5210/2/s810911_abstract.pdf text eng public masters masters Universiti Utara Malaysia Adams’ Equity Theory (n.d) Retrieved http://www. mindtools.com/pages/article/newLDR96.htm. A.H. Maslow, A Theory of Human Motivation, Psychological Review 50(4) (1943): 370-96. Armstrong, Michael. (2001) Human Resource Management Practice. London: Kogan Page Limited. Balkin D., & Dolan S. (1997). Rewards for Team Contributions to Quality, Journal of Compensation & Benefits, 13 (1), 41-47. Beardwell, J. and Claydon, T. (eds) (2007) Human resource management: a contemporary approach. 5th ed. Harlow: FT/Prentice Hall Bergmann, T.J. & Scarpello, V.G. (2002). 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Relationship between organizational reward satisfaction and work performance of human resource professional in group human capital sector, Maybank

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