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Mastersviva PDF
Mastersviva PDF
PREPARED BY
PRIDHIVRAJ NAIDU
SUPERVISED BY
PROF. MADYA DR.
MOHMAD YAZAM SHARIF
CHAPTER 1
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CHAPTER 1
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CHAPTER 1
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CHAPTER 1
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CHAPTER 2
Performance Appraisal
Performance management process links organizational objectives,
performance standards and performance evaluation, which is used to
measure the effectiveness and efficiency of the employees.
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CHAPTER 2
RESEARCH FRAMEWORK
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CHAPTER 3
HYPOTHESIS
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CHAPTER 3
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CHAPTER 3
METHODOLOGY
Methodology
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CHAPTER 3
RESPONSE RATE
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CHAPTER 4
RESPONDENTS PROFILE
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CHAPTER 4
RELIABILITY TEST
(Cronbach Alpha)
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CHAPTER 4
FACTOR ANALYSIS
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CHAPTER 4
NORMALITY TEST
Variables (n=316) Skewness Kurtosis
Statistic Std. error Statistic Std. error
Organizational Commitment -1.119 .137 1.791 .273
Procedural Justice -.524 .137 .516 .273
Distributive Justice -.700 .137 .149 .273
Interpersonal Justice -1.06 .137 1.23 .273
Informational Justice -.554 .137 .020 .273
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CHAPTER 4
CORRELATION
PROSEDURAL DISTRIBUTIVE INTERPERSONAL INFORMATIONAL ORGANIZATIONAL
JUSTICE JUSTICE JUSTICE JUSTICE JUSTICE
REGRESSION
ORGANIZATIONAL PROCEDURAL DISTRIBUTIVE INTERPERSONAL INFORMATIONAL
JUSTICE JUSTICE JUSTICE JUSTICE JUSTICE
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CHAPTER 4
HYPOTHESIS TESTING
Hypothesis Result
1 1: Fairness in conducting performance appraisal has a significant Accepted
relationship with the organizational commitment of lecturers
2 1a: Fair procedures in conducting performance appraisal has a Accepted
significant relationship with the organizational commitment of
lecturers
3 1b: Fair distribution of outcomes based on performance appraisal Rejected
has a significant relationship with the organizational commitment of
lecturers
4 1c: Relationship between the employee and the supervisor Accepted
(Interpersonal justice) has a significant relationship with the
organizational commitment of lecturers
5 1d: Communication between the employee and the supervisor Accepted
(Informational justice) has a significant relationship with the
organizational commitment of lecturers.
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CHAPTER 5
FINDINGS
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CHAPTER 5
Relationship
between Fair Performance Appraisal and Organizational
Commitment
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CHAPTER 5
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CHAPTER 5
Limitations
Limited Generalizability
52 public and private, universities and university collages operating in
Malaysia (Rating results for SETARA'11 & MyRA, 2012).
Taking into consideration the other factors that may influence the
organizational commitment of lecturers in UUM.
Cross Sectional Analysis - the study is unable to conduct comparison of
perceptions.
Implications
Relationship of fair performance appraisal and the affects work related
behaviors’ such as organizational commitment
Implementing the organizational justice perspective in increasing positive
behavioral reactions
Area of importance in terms of fairness of performance appraisal in UUM
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CHAPTER 5
CONCLUSION
Emotional Factors
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Pridhivraj Naidu - 814284
Masters in Human Resources Management
Othman Yeop Abdullah GSB
Universiti Utara Malaysia
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