Relationship Between Organizational Rewards Satisfactions and Work Performance

Abstract

While performing their duties in an organization, an employee performance can be viewed through the provision of rewards, benefits, pay levels and pay for their administration. It was called work performance. The inquiry based on part-time students to master, in relation to the satisfaction of reward, it has 4 items, which pay level, benefit satisfaction has roughly three main items, namely training, health and rights, then there also raise satisfaction and salary administration. It is because; this research title is aimed to determine the Relationship between reward satisfaction and work performance. The objective of this study are; to examine relationship between pay level and work performance, to examine relationship between benefits and work performance, to examine relationship between raise satisfaction and work performance and to examine relationship between salary administrative and work performance. A total of 138 questionnaires were distributed to 138 part time postgraduate students at UUM Campus KL and UUM Campus Sintok, Kedah by e-mail and only 116 questionnaires were returned for analysis. Data were analyzed using both descriptive and inferential statistical analysis to interpret data. Research findings revealed there was work performance existing among the respondents. Significant values for each element in independent variable which the item of reward such as pay level, benefit, raise and structure. The higher significant value of independent variables are work performance and item benefits, 0.152 > 0.05. It does can refer from the Heneman and Schwab (1985) which are studied about the pay level, benefit, raise satisfaction and salary administrative. For the individual’s pay level also play an important role in individual work performance and more substantial evidence which are reference for various pay and benefit combinations that are as a function of personal characteristic of employees. There are including with the four dimensions of reward satisfaction; level, benefit, raise and structure (Heneman & Schwab, 1985).

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