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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Main Author: Mong, Swee Mei
Format: Thesis
Language:English
English
English
Published: 2022
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Online Access:https://etd.uum.edu.my/10004/1/depositpermission-not%20allow_s820261.pdf
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spelling 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.
institution Universiti Utara Malaysia
building UUM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Utara Malaysia
content_source UUM Electronic Theses
url_provider http://etd.uum.edu.my/
language English
English
English
topic HF5549-5549.5 Personnel Management. Employment
spellingShingle HF5549-5549.5 Personnel Management. Employment
Mong, Swee Mei
The effect of rewards and superior-subordinate relationship on employee performance
description 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.
format Thesis
author Mong, Swee Mei
author_facet Mong, Swee Mei
author_sort 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
title_fullStr The effect of rewards and superior-subordinate relationship on employee performance
title_full_unstemmed The effect of rewards and superior-subordinate relationship on employee performance
title_sort effect of rewards and superior-subordinate relationship on employee performance
publishDate 2022
url 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/
_version_ 1748183203852582912
score 13.209306