The effect of rewards and superior-subordinate relationship on employee performance
The aim of this study was to identify the different impacts of monetary gains, non-monetary benefits, and superior-subordinate relationship towards the performance of employees. This study explained how different types of reward and superior-subordinate relationship could influence the productivity...
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my.uum.etd.100042022-10-27T00:54:56Z https://etd.uum.edu.my/10004/ The effect of rewards and superior-subordinate relationship on employee performance Mong, Swee Mei HF5549-5549.5 Personnel Management. Employment The aim of this study was to identify the different impacts of monetary gains, non-monetary benefits, and superior-subordinate relationship towards the performance of employees. This study explained how different types of reward and superior-subordinate relationship could influence the productivity or work outcome of employees in logistics industries in Klang Valley, Malaysia. In Malaysia, the logistics industry is playing an important role in enabling the growth of its country’s supply chain. There are total of 108 responses were collected from a selected logistics company. This is a quantitative study. The respondents comprise of blue-collar and white-collar employees at below managerial level with permanent employment. Data collected through primary source which online questionnaires used to collect data to identify whether there is any significant influence of rewards (monetary and non-monetary), and superior-subordinate relationship towards employee job performance. This study used Statistical Package for the Social Sciences (SPSS) software version 23 to analyze the data. In this study, regression analysis was used to test the hypothesis. Between the three independent variables, monetary reward had the lowest mean, while non-monetary rewards, and superior-subordinate relationship had the highest mean. In general, the regression result shows that only superior-subordinate relationship has significant and positive impact on employee performance. The result shows that 13.4 percentage of the total variance of employee performance was explained by monetary, non-monetary, and superior-subordinate relationship. Lastly, the study's implications and limitations were discussed for future research references. 2022 Thesis NonPeerReviewed text en https://etd.uum.edu.my/10004/1/depositpermission-not%20allow_s820261.pdf text en https://etd.uum.edu.my/10004/2/s820261_01.pdf text en https://etd.uum.edu.my/10004/3/s820261_02.pdf Mong, Swee Mei (2022) The effect of rewards and superior-subordinate relationship on employee performance. Masters thesis, Universiti Utara Malaysia. |
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HF5549-5549.5 Personnel Management. Employment Mong, Swee Mei The effect of rewards and superior-subordinate relationship on employee performance |
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The aim of this study was to identify the different impacts of monetary gains, non-monetary benefits, and superior-subordinate relationship towards the performance of employees. This study explained how different types of reward and superior-subordinate relationship could influence the productivity or work outcome of employees in logistics industries in Klang Valley, Malaysia. In Malaysia, the logistics industry is playing an important role in
enabling the growth of its country’s supply chain. There are total
of 108 responses were collected from a selected logistics company. This is a quantitative study. The respondents comprise of
blue-collar and white-collar employees at below managerial level with permanent employment. Data collected through primary source which online questionnaires used to collect data to identify whether there is any significant influence of rewards (monetary and
non-monetary), and superior-subordinate relationship towards
employee job performance. This study used Statistical Package for the Social Sciences (SPSS) software version 23 to analyze the data. In this study, regression analysis was used to test the hypothesis. Between the three independent variables, monetary reward had the lowest mean, while non-monetary rewards, and superior-subordinate relationship had the highest mean. In general, the regression result shows that only superior-subordinate
relationship has significant and positive impact on employee performance. The result shows that 13.4 percentage of the total variance of employee performance was explained by monetary, non-monetary, and superior-subordinate relationship. Lastly, the study's implications and limitations were discussed for future research references. |
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Mong, Swee Mei |
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Mong, Swee Mei |
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Mong, Swee Mei |
title |
The effect of rewards and superior-subordinate relationship on employee performance |
title_short |
The effect of rewards and superior-subordinate relationship on employee performance |
title_full |
The effect of rewards and superior-subordinate relationship on employee performance |
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The effect of rewards and superior-subordinate relationship on employee performance |
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The effect of rewards and superior-subordinate relationship on employee performance |
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effect of rewards and superior-subordinate relationship on employee performance |
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2022 |
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https://etd.uum.edu.my/10004/1/depositpermission-not%20allow_s820261.pdf https://etd.uum.edu.my/10004/2/s820261_01.pdf https://etd.uum.edu.my/10004/3/s820261_02.pdf https://etd.uum.edu.my/10004/ |
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