Open Access

Performance-based Reward Administration Enhancing Employees’ Feelings of Interactional Justice


Cite

Adams, J.S. (1963). Towards an Understanding of Inequality. Journal of Abnormal and Normal Social Psychology 67: 422-436.Search in Google Scholar

Allen, R.S. & White, C.S. (2002). Equity sensitivity theory: A test of responses of two types of under-reward situations. Journal of Managerial Issues 14(4): 435-152.Search in Google Scholar

Anuar, A., Ismail, A & Abdin, F. (2014). Administrator’s role in performance pay system as a determinant of job satisfaction. Sains Humanika, 2 (2): 11–17.Search in Google Scholar

Barclay, D., Higgins, C., & Thompson, R. (1995). The Partial Least Squares (PLS) approach to causal modeling: Personal computer adoption and use as an illustration. Technology Stud 2(2): 285-309.Search in Google Scholar

Belfield, R., & Marsden, D. (2003). Performance pay, monitoring environments and establishment performance. International Journal of Manpower 24 (4): 452-471.Search in Google Scholar

Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard, & M. Bazerman (Eds.), Research on negotiation in organizations. Greenwich, CT: JAI Press.Search in Google Scholar

Brown, M., Hyatt, D., & Benson, J. (2010). Consequences of the performance appraisal experience. Personnel Review 39 (3): 375-396.Search in Google Scholar

Chang, E. & Hahn, J. (2006). Does pay-for-performance enhance perceived distributive justice for collectivistic employees? Personnel Review 35(4): 397-412.10.1108/00483480610670571Search in Google Scholar

Coyle-Shapiro, J.A-M., Morrow, P.C., Richardson, R., & Dunn, S.R. (2002). Using profit sharing to enhance employee attitudes: A longitudinal examination of the effects on trust and commitment. Human Resource Management 41(4): 423-439.Search in Google Scholar

Cresswell, J.W. (1998). Qualitative Inquiry and Research Design: Choosing Among Five Traditions. London: SAGE publications.Search in Google Scholar

Day, N. E. (2011). Perceived pay communication, justice and pay satisfaction. Employee Relations 33(5): 476-497.Search in Google Scholar

Fitzgerald, L. R. (2000). Culture and Compensation. The Compensationn Handbook: A State-of-the-Art Guide to Compensation Strategy and Design. New York: The McGraw-Hill.Search in Google Scholar

Florin, B., Hallock, K. F. & Webber, D. (2010). Executive pay and firm performance: Methodological considerations and future directions (CRI 2010-012). Retrieved [11 July 2016] from Cornell University, ILR School, Compensation Research Initiative site: http://digitalcommons.ilr.cornell.edu/cri/15.Search in Google Scholar

Folger, R., Konovsky, M. A., & Cropanzano, R. (1992). A due process metaphor for performance appraisal. Research in Organizational Behavior 14: 129-177.Search in Google Scholar

Fornell, C & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research XVIII (Feb): 39-50.Search in Google Scholar

Garib Singh, S. K. (2009). A Study on employee participation in decision making. UNITAR e-Journal 5(1): 20-38.Search in Google Scholar

Greenberg, J. (2003). Creating unfairness by mandating fair procedures: The hidden words of a pay-for-performance plan. Human Resource Management Review 13: 41-57.Search in Google Scholar

Hair, J.F., Hult, G.T.M., Ringle, C.M., & Sarstedt, M., (2014). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). America: SAGE Publications, Inc.Search in Google Scholar

Henderson, R.I. (2006). Compensation Management in a Knowledge Based-World. New Jersey: Prentice-Hall.Search in Google Scholar

Henseler, J., & Chin, W.W. (2010). A comparison of approaches for the analysis of interaction effects between latent variables using partial least squares path modeling. Structural Equation Modeling, 17: 82-10910.1080/10705510903439003Search in Google Scholar

Ibeogu, P. H. & Ozturen, A. (2015). Perception of Justice in Performance Appraisal and Effect on Satisfaction: Empirical Findings from Northern Cyprus Banks. Procedia Economics and Finance 23: 964-969.Search in Google Scholar

Ismail, A. & Abd Razak, M. R. (2016). Performance-based reward administration as an antecedent of job satisfaction: A case study of Malaysia’s fire and rescue agencies. Geografia - Malaysian Journal of Society and Space 9/2013: 107-118.Search in Google Scholar

Ismail, A. & Zakaria, N. (2009). Relationship between Interactional Justice and Pay for Performance as an Antecedent of Job Satisfaction:an Empirical Study in Malaysia. International Journal of Business and Management 4(3): 190-199.Search in Google Scholar

Ismail, A., Mohamed, H. A., Sahol Hamid, N., Sulaiman, A. Z., Girardi, A., Abdullah, M. M. (2011). Relationship between Performance Based Pay, Interactional Justice and Job Satisfaction: A Mediating Model Approach. International Journal of Business and Management 6(11): 170-180.Search in Google Scholar

Ismail, A., Anuar, A., Haron, M. S., & Muhamat Kawangit, R. (2015). Reward Administration System Enhancing Organizational Commitment: An Islamic Viewpoint. International Letters of Social and Humanistic Sciences 49: 155-167.Search in Google Scholar

Ismail, A., Kithuru Mohamed, N. A., & Rayee, M. R. (2016). Relationship between performance appraisal communication procedural justice and job satisfaction. Geografia - Malaysian Journal of Society and Space 12(9): 15-26.Search in Google Scholar

Ismail, A., Mashkuri, A.H., Sulaiman, A.Z., & Hock, W.K. (2011b). Interactional justice as a mediator of the relationship between pay for performance and job satisfaction. Intangible Capital 7(2): 213-235.10.3926/ic.2011.v7n2.p213-235Search in Google Scholar

Ismail, A., Mohamed, H.A., Sahol Hamid, N., Sulaiman, A.Z., Girardi, A. & Abdullah, M.M. (2011a). Relationship between performance based pay, interactional justice and job satisfaction: A mediating model approach. International Journal of Business and Management 6(11): 170-180.10.5539/ijbm.v6n11p170Search in Google Scholar

Ismail, A., Zaidi, M. & Anuar., A. (2014). Administrator’s role in performance based reward as a determinant of employee outcomes. Management and Marketing Journal, XIII (1): 92-110.Search in Google Scholar

Lau, W. (2014). Employee’s Participation: A Critical Success Factor for Justice Perception under Different Leadership Styles. Journal of Management Policies and Practices 2(4): 53-76.Search in Google Scholar

Lind, E. A, & Tyler, T. R. (1988). The social psychology of procedural justice. New York: Plenum Press.10.1007/978-1-4899-2115-4Search in Google Scholar

Lira, M., Da Silva, V. P. G., & Viseu, C. (2016). Performance Appraisal as a Motivational Tool in the Portuguese Public Administration. Portuguese Journal of Finance, Management and Accounting 2(3): 91-118.Search in Google Scholar

Mani, B.G. (2002). Performance appraisal systems, productivity and motivation: A case study. Public Personnel Management 1(2): 141-160.Search in Google Scholar

Martocchio, J.J. (2014). Strategic Compensation: A Human Resource Management Approach. Boston, US: Pearson Education Limited.Search in Google Scholar

McCausland, W.D., Pouliakas, K., & Theodossiou, I. (2005). Some are punished and some are rewarded. A study of the impact of performance pay on job satisfaction. International Journal of Manpower 26 (7/8): 636-659.Search in Google Scholar

McShane, S.L., & Von Glinow, M.A. (2015). Organizational Behavior. Irwin: McGraw-Hill.Search in Google Scholar

Milkovich, G.T., Newman, J.M., & Gerhart, B. (2014). Compensation. New York: McGraw-Hill-Irwin.Search in Google Scholar

Niehoff, B.P., & Moorman, R.H. (1993). The role of justice in mediating the relationship between monitoring and fairness in performance monitoring: Organizational citizenship behaviors. Academy of Management Journal 36: 527-556.Search in Google Scholar

Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. (2014). Fundamentals of Human Resource Management. Singapore: McGraw-Hill.Search in Google Scholar

Nunally, J.C., & Bernstein, I.H. (1994). Psychometric Theory. New York: McGraw-Hill.Search in Google Scholar

Okotoh, M.A. (2015). The Perceived Effect of Reward Management Practices on Factors Influencing Employee Retention at Communications Authority Of Kenya. Master. Thesis. University of Nairobi, Kenya.Search in Google Scholar

Phin, L. W. (2015). The Effectiveness of Performance Appraisal in the Private Education Industry in Malaysia. International Journal of Business and Information 10(1): 95-124.Search in Google Scholar

Rahim, M. A., Magner, N. R., & Shapiro, D. L. (2000). Do justice perceptions influence styles of handling conflict with supervisor? What justice perceptions, precisely? International Journal of Conflict Management 11:5–26.10.1108/eb022833Search in Google Scholar

Ringle C.M., Wende S., & Will A. (2005). SmartPLS 2.0 (Beta). Hamburg: SmartPLS.Search in Google Scholar

Sabeen, Z. & Mehboob, A. A. (2008). Perceived fairness of and satisfaction with employee performance appraisal and its impact on overall job satisfaction. The Business Review Cambridge 10(2): 185-192.Search in Google Scholar

Sekaran, U. & Bougie, R. (2010). Research Methods for Business: A Skill Building Approach. New York: John Wiley & Sons, Inc.Search in Google Scholar

Sogra, K. J, Shahid, A. I., & Najibullah, S. (2009). Organizational outcomes of the employees’ perceptions of performance appraisal politics: a study on executive MBA students in Bangladesh. South Asia Journal of Management 16(3): 43-61.Search in Google Scholar

Susanj, Z. & Jakopec, A. (2012). Fairness Perceptions and Job Satisfaction as Mediators of the Relationship between Leadership Style and Organizational Commitment. Psychological Topics 21(3): 509-526.Search in Google Scholar