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首页> 外文期刊>International Journal of Business and Management >Relationship between Performance Based Pay, Interactional Justice and Job Satisfaction: A Mediating Model Approach
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Relationship between Performance Based Pay, Interactional Justice and Job Satisfaction: A Mediating Model Approach

机译：基于绩效的薪酬，互动公正与工作满意度之间的关系：一种中介模型方法

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This study was conducted to examine the influence of interactional justice in the relationship between performance based pay and job satisfaction using 334 usable questionnaires gathered from employees who work in Malaysian private institutions of higher learning (PRIVATE INSTITUTION), Malaysia. Exploratory factor analysis confirmed that the measurement scales used in this study met the acceptable standards of validity and reliability analyses. Further, the outcomes of Stepwise Regression analysis showed two important findings: First, performance based pay (i.e., participation in pay systems and adequacy of pay) significantly correlated with job satisfaction. Second, linking performance based pay (i.e., participation in pay systems and adequacy of pay) to interactional justice significantly correlated with job satisfaction. Statistically, this result demonstrates that interactional justice does act as a partial mediating variable in the relationship between performances based pays and job satisfaction in the studied organizations. In addition, discussion, implications and conclusion are elaborated.
机译：这项研究是使用从马来西亚马来西亚私立高等教育机构（PRIVATE INSTITUTION）工作的员工收集的334个可用问卷调查的，以检验交互公正对绩效工资与工作满意度之间关系的影响。探索性因素分析证实，本研究中使用的测量量表符合可接受的有效性和可靠性分析标准。此外，逐步回归分析的结果显示出两个重要发现：首先，基于绩效的薪酬（即参与薪酬体系和薪酬充足）与工作满意度显着相关。第二，将基于绩效的薪酬（即参与薪酬体系和薪酬充分性）与互动公正联系起来，这与工作满意度显着相关。从统计上讲，该结果表明，在所研究的组织中，互动公正确实是基于绩效的薪酬与工作满意度之间的部分中介变量。此外，还详细讨论，暗示和结论。

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