Examining cultural orientation and reward management practices in Malaysian private organizations

Noor, W. S. W. M.; Fareed, M.; Isa, M. F. M.; Abd. Aziz, F. S.

doi:10.17512/pjms.2018.18.1.17

Artykuł - szczegóły

Tytuł artykułu

Examining cultural orientation and reward management practices in Malaysian private organizations

Autorzy

Noor W. S. W. M. , Fareed M. , Isa M. F. M. , Abd. Aziz F. S.

Treść / Zawartość

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DOI

10.17512/pjms.2018.18.1.17

Warianty tytułu

Badanie orientacji kulturowej i praktyki zarządzania wynagradzaniem w malezyjskich organizacjach prywatnych

Języki publikacji

Abstrakty

This study aims to focus on the dimensions of cultural orientation that may impact the perception held by employees of Malaysian private organizations towards non-monetary and monetary rewards. It further examines the link of the perceptions of non-monetary and monetary rewards with desired employee outcomes. The study adopted quantitative research approach. A questionnaire was distributed to 1000 employees working in private organizations of Malaysia out of which 329 questionnaires were collected. Hypotheses were tested through SEM-PLS. The statistical findings established that out of 12 hypotheses 8 hypotheses were significant and 4 hypotheses were insignificant. The study meaningfully contributes to the literature of Hofstede’s findings by adding into significant and positive relationships of feminine orientation and perception of monetary and non-monetary rewards. Further, it added into the theory by providing significant findings of perception of monetary and non-monetary rewards towards employee contributions. The study is believed to benefit HR practitioners theoretically and practically by providing directions and suggestions in designing and implementing the non-monetary and monetary rewards for Malaysian private organizations. The study identified rewards alignment practices as a noticeable management tool to foster greater employee outcomes.

W artykule skupiono się na wymiarach orientacji kulturowej, które mogą wpłynąć na postrzeganie korzyści pieniężnych i niepieniężnych przez pracowników malezyjskich organizacji prywatnych. Dokonano analizy powiązania postrzegania nagród niepieniężnych i pieniężnych z pożądanymi wynikami pracowników. W przeprowadzonym badaniu przyjęto podejście ilościowe. Kwestionariusze rozdano 1000 pracownikom prywatnych organizacji w Malezji, od których otrzymano 329 wypełnionych ankiet. Hipotezy badano za pomocą metody SEM-PLS. Na podstawie przeprowadzonej analizy ustalono, że spośród 12 hipotez, 8 było znaczących, a 4 hipotezy były nieistotne. Badanie w znaczący sposób przyczynia się do odkrycia dokonań Geerta Hofstede, dodając do znaczących i pozytywnych związków kobiecej orientacji i postrzegania pieniężnego i niepieniężnego wynagradzania. Co więcej, badanie to dostarczyło znaczących ustaleń dotyczących postrzegania pieniężngo i niepieniężnego wynagradzania w odniesieniu do składek pracowniczych. Uważa się, że badanie przynosi korzyści praktykom HR zarówno w kwestii teoretycznej jak i praktycznej, dostarczając wskazówek i sugestii dotyczących projektowania i wdrażania wynagradzania niepieniężnego i pieniężnego w malezyjskich organizacjach prywatnych. W badaniu zidentyfikowano praktyki dostosowywania wynagradzania jako zauważalne narzędzie zarządzania w celu zwiększenia wyników pracowników.

Słowa kluczowe

reward management practices cultural orientation monetary and non-monetary rewards desired employee outcomes Malaysian private organizations

praktyki zarządzania wynagradzaniem orientacja kulturowa pieniężne i niepieniężne wynagradzanie pożądane wyniki pracownicze malezyjskie organizacje prywatne

Wydawca

Czestochowa University of Technology

Czasopismo

Polish Journal of Management Studies

Rocznik

2018

Tom

Vol. 18, No. 1

Strony

218--240

Opis fizyczny

Bibliogr. 124 poz., tab.

Twórcy

autor

Noor W. S. W. M.

shakizah@uum.edu.my

School of Business Management, Universiti Utara, Malaysia

autor

Fareed M.

m.fareed@uum.edu.my

School of Business Management, Universiti Utara, Malaysia

autor

Isa M. F. M.

m.faizal@uum.edu.my

School of Business Management, Universiti Utara, Malaysia

autor

Abd. Aziz F. S.

f.shah@uum.edu.my

School of Business Management, Universiti Utara, Malaysia

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Uwagi

Opracowanie rekordu w ramach umowy 509/P-DUN/2018 ze środków MNiSW przeznaczonych na działalność upowszechniającą naukę (2018).

Typ dokumentu

Bibliografia

Identyfikator YADDA

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