Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara
| dc.contributor.author | Brenda Ranee Francis | |
| dc.date.accessioned | 2026-09-10T05:16:51Z | |
| dc.date.issued | 2023 | |
| dc.description | Employees are one of the most important assets in an organization because they are the backbone of the organization. Employee turnover is a serious problem in organizations around the world. Employees who intention to quit working will harm the organization in the long term. Accordingly, the fairness of unfair performance appraisals often creates conflict between supervisors and employees. This is due to fairness being one of the organizational supports that employees feel. Organizational support that employees feel can have an impact on employee well-being because it can make employees thrive and contribute positively to the organization. Therefore, the purpose of this study is to examine the relationship between the justice dimension of performance evaluation and selected demographic factors with the intention to quit working among police members as well as the role of organizational support as an intermediary among police members. This study is important because the issues of intention to quit working, fairness of performance evaluation and organizational support are serious research gaps in uniformed organizations. The unit of analysis for this study is individuals involving police officers. In this study, a quantitative and cross-sectional approach has been used. Data from a total of 513 respondents from the Sarawak Contingent was obtained through an online survey method and analyzed using PLS-SEM software. 18 hypotheses were tested and it was found that nine hypotheses were supported and nine hypotheses were not supported. Procedural (formal) justice, distributive justice, interpersonal justice and informational justice do not have a significant relationship with the intention to quit working. However, not for procedural justice (interaction) and intention to quit working. In this study, the four dimensions of performance appraisal justice vi have a significant positive relationship with organizational support. However, not for the dimensions of interpersonal justice and organizational support. Next, organizational support has a significant negative relationship with the intention to quit working. Organizational support has a significant mediating relationship between procedural (formal) justice, procedural (interactional) justice, distributive justice and informational justice in performance appraisal and intention to quit working. Whereas, organizational support, is not a mediator for the relationship between interpersonal justice in performance evaluation and intention to quit working. In addition, it was found that there was no difference in perception between gender and multi-generation regarding the perception of intention to quit working. According to the structural model, the construct of the justice dimension of performance appraisal has contributed as much as 35.1% of the variance to the construct of organizational support. Meanwhile, for the construct of intention to quit working, it explained as much as 13.1% of the variance contributed from all the variables in this study. This shows that the importance of maintaining well-being among police personnel as well as promoting a positive work environment as well as a supportive organizational climate can lower the intention to quit working among police personnel. This study makes a new contribution because it has examined each dimension of performance appraisal justice, especially procedural justice (formal) and procedural justice (interactional) which have been less explored by previous researchers. | |
| dc.identifier.uri | https://scholarhub.unimas.my/handle/123456789/2160 | |
| dc.language.iso | Bahasa Melayu | |
| dc.publisher | UNIVERSITI MALAYSIA SARAWAK | |
| dc.relation.ispartofseries | Faculty of Cognitive Sciences and Human Development | |
| dc.subject | Performance Appraisal Justice, Performance Appraisal, Organizational Support, Intention to Quit Working | |
| dc.title | Hubungan di antara Dimensi Keadilan Penilaian Prestasi dan Perbezaan di antara Faktor Demografi Terpilih dengan Niat Berhenti Kerja dalam Kalangan Anggota Polis: Peranan Sokongan Organisasi sebagai Perantara | |
| dc.type | PhD |