Linking pay level to interactional justice as a determinant of personal outcomes

Human resource development literature highlights that pay level is a crucial compensation design issue. The ability of the management to properly design the level of pay according to external and internal organisational factors may have a signifi cant impact on personal outcomes, i.e. job satisfaction, job commitment,and job performance. More importantly, a thorough review of such relationships revealed that effect of pay level on personal outcomes is indirectly affected by feelings of interactional justice. Although the nature of this relationship is interesting, little is known about the influence of interactional justice in compensation programme models. Therefore, this study was conducted to measure the mediating effect of interactional justice in the relationship between pay level and personal outcomes. A survey research method was used to gather 917 usable questionnaires from employees who have worked in Malaysian institutions of higher learning. The outcomes of stepwise regression analysis showed three important findings: firstly, the relationship between interactional justice and pay level would increase job satisfaction. Secondly, the relationship between interactional justice and pay level would increase job commitment.Third, relationship between interactional justice and pay level would increase job performance. This result confirmed that interactional justice does act as a full mediating variable in the pay system model of the organisation sample. In addition, the implications of this study on compensation theory and practice,conceptual and methodological limitations, and directions for future research are discussed

A Study of User's Performance and Satisfaction on the Web Based Photo Annotation with Speech Interaction

This paper reports on empirical evaluation study of users' performance and satisfaction with prototype of Web Based speech photo annotation with speech interaction. Participants involved consist of Johor Bahru citizens from various background. They have completed two parts of annotation task; part A involving PhotoASys; photo annotation system with proposed speech interaction and part B involving Microsoft Microsoft Vista Speech Interaction style. They have completed eight tasks for each part including system login and selection of album and photos. Users' performance was recorded using computer screen recording software. Data were captured on the task completion time and subjective satisfaction. Participants need to complete a questionnaire on the subjective satisfaction when the task was completed. The performance data show the comparison between proposed speech interaction and Microsoft Vista Speech interaction applied in photo annotation system, PhotoASys. On average, the reduction in annotation performance time due to using proposed speech interaction style was 64.72% rather than using speech interaction Microsoft Vista style. Data analysis were showed in different statistical significant in annotation performance and subjective satisfaction for both styles of interaction. These results could be used for the next design in related software which involves personal belonging management.Comment: IEEE Publication Format, https://sites.google.com/site/journalofcomputing

The roles of employees coaching towards employee outcomes / Nursaadatun Nisak Ahmad, Ida Rosnita Ismail and Azman Ismail

Employees’ coaching is an effective management tool to enhance employees’ performance and development. Since 1980, a number of researchers have noted the value of the employees’ coaching relationship, but there is still little evidence regarding what makes employees’ coaching to be effective in Malaysia. Therefore, the study looked at the role of leader coach (supervisory coaching behaviour and autonomy support) toward enhancing employees’ motivation (employees’ self-efficacy) and performance to explore this topic in-depth. Again, the purpose of an immediate supervisor as a coach in a practice context is to help employees to consider how they might work and behave differently with a more effective behaviour and thus lead to better outcomes, without a reliance on the formal authority the manager possesses. The outcomes of using PLS-SEM path model analysis showed three important findings: First, the relationship between supervisory coaching behaviour was not correlated with employees’ self-efficacy. Second, autonomy support was positively correlated with employees’ selfefficacy; and third, employees’ self-efficacy indirectly influences employees’ performance

The Relationship Between Transformational Leadership, Empowerment and Organizational Commitment: a Mediating Model Testing

The human resource development literature highlights that properly implemented transformational leadership style may have a significant impact on the organizational commitment. More importantly, a thorough review of such relationships reveals that the effect of transformational leadership on organizational commitment is indirectly affected by empowerment. The nature of this relationship is given less attention in the organizational leadership models; therefore, this study was conducted to examine the influence of empowerment in the relationship between transformational leadership and organizational commitment using a sample of 118 usable questionnaires gathered from employees who have worked in one US subsidiary firm in Sarawak, Malaysia (ONEUSFIRM). Outcomes of Stepwise regression analysis showed that the relationship between empowerment and transformational leadership is positively and significantly correlated with the organizational commitment. This result confirms empowerment acts as a full mediating variable in the transformational leadership model of the organizational sample. Further, conclusion and implications of this study are elaborated.Transformational Leadership; Empowerment; Organizational Commitment

Memperkasakan Masa Depan Mabbim-Mastera

Ada pertanyaan klasik yang selalu muncul tentang bahasa dan sastera Melayu era globalisasi ini - apa yang boleh diharapkan kedua-duanya untuk menjadi tiang ketamaduan dan inteletualisme di Nusantara

Motivation to Learn as a Mediator of the Relationship between Supervisor Support in Training Programs, Transfer of Competency and Job Performance

This study was conducted in oder to measure the effect of the supervisor support and motivation to learn on employee outcomes (i.e., transfer of competency and job performance) using 100 usable questionnaires gathered from technical employees who have worked in one city based local authority in Sarawak, Malaysia (MLAUTHORITY). Outcomes of stepwise regression analysis showed the relationship between motivation to learn and supervisor support had been an important predictor of transfer of competency and job performance. Further, this result confirms that motivation to learn does act as a full mediating role in the training model of the studied organization. In addition, implications and limitations of the study, as well as directions for future research are discussed.Supervisor Support, Motivation to Learn, Transfer of Competency, Job Performance.

Perhubungan antara sistem komunikasi pampasan dan kepuasan kerja: adakah keadilan prosedur memainkan peranan bersyarat?

Compensation management literature has highlighted that the strength of relationship between a compensation communication system and individual attitudes and behaviours would change when feelings of procedural justice are present in organisations. This empirical evidence is used as a guideline to develop and test a conceptual framework for this study using data gathered from in-depth interview and survey questionnaire methods. The sample of this study was 99 respondents who had completed the survey questionnaire forms. Outcomes of hypotheses testing using a hierarchical multiple regression analysis showed that knowledge about pay systems has invoked employees’ feelings of procedural justice, and this might lead to increased job satisfaction. Conversely, immediate boss treatment had not invoked individuals’ feelings of procedural justice, and this could lead to decreased job satisfaction. These outcomes could be influenced by the external factors, such as compensation management cultures that have been practised in the studied organisation. This study affirms that procedural justice does act as a partial moderator in the pay system model of on ICT company in Kuching, Sarawak. Thus, the implications of this study on compensation theory and practice, methodological and conceptual limitations, as well as suggestions for future research are also discussed