The Impact of the Compensation Scheme and Quality of Work towards Job Performance in Royal Malaysian Police, IPK Selangor

A questionnaire survey based on stratified sampling method was used to collect the data. The data analysis was done using Pearson correlations and liner regression techniques to identify the relationship and test hypothesis

125 CUeJAR Volume 2 | Issue 1 | 2020

City University eJournal of Academic Research (CUeJAR)

e-ISSN : 2682-910X

CUeJAR Homepage: https://www.city.edu.my/CUeJAR

OPEN ACCESS

Received: 29th September 2020| Revised: 10th October 2020| Accepted: 30th October 2020

The Impact of the Compensation Scheme and Quality of Work towards Job Performance in

Royal Malaysian Police, IPK Selangor

Masri bin Abdul Lasi 1, Rudy Hj Abdullah 2

1 Faculty of Business, City University, Malaysia

2 City Graduate School, City University, Malaysia

Abstract

Introduction: Most organization are experiencing the challenges of understanding the factor

that have significant and positive relationship on employees’ job performance The aim of this study is to determine the relationship between compensation scheme, quality of work life and job performance among the 412 police personnel in IPK Selangor

Methodology: A questionnaire survey based on stratified sampling method was used to collect

the data The data analysis was done using Pearson correlations and liner regression techniques

to identify the relationship and test hypothesis

Findings: The findings of this study indicate that there is a significant and positive relationship

between qualities of work life with job performance

Conclusions/and Recommendations: The research uncovered that the exhibition of an

organization can be improved when human resources are happy with a greater work life Nonetheless, the remuneration is likewise connected to the activity execution even the consequence of the speculation came about the other way around on the grounds that without these advantages, it can impede the worker’s performance and professional growth

Keywords: - Job Performance, Compensation Scheme, Quality Work Life

City University eJournal of Academic Research (CUeJAR), 2(1) 2020; 162-XX

The Royal Malaysian Police (PDRM) has built up different vital plans, for example, the Police Strategic Plan (PSPDRM) 2015-2020 and the Police Integrity Plan 2016-2020 to build the force

in accomplishing greatest employment execution This is on the grounds that the activity execution of police staff guarantees noteworthy effect on their work and society Greatness in an association is subject to a person's presentation in completing their obligations (Pushpakumari, 2008)

The police organization is a foundation important for keeping up security to guarantee thriving Police obligations are particular, perplexing and unsafe (Gharama et al., 2020a) The police work

in a high-pressure condition and taking a chance with their lives is essential for the expected set

of responsibilities (Gharama et al., 2020b) Work pressure is an intricate issue and the workplace, outstanding task at hand, employer stability and rising ways of life (Yozgat et al., 2013) The policing is a calling loaded with extreme pressure and the disappointment of police faculty to manage high-pressure circumstances influence their work execution as to give higher calibre of work to society (Chapman, 2009)

Numerous gaps exist on this issue, especially in Malaysia No empirical studies have combined the two factors influencing job performance, namely compensation scheme and quality of work, especially among police personnel It commences with a literature review followed by the methodology, the result and recommendations

2.1 Job Performance

Execution of performance as the quality and amount of work, which is the consequence of achievement endeavours by people or gatherings (Alneadi et al., 2020; Alharthi et al., 2019) (Schermerhorn et al., 2005) Job performance is additionally considered as the conduct in question while working (Jex and Britt, 2014; Alharthi et al., 2020) Different variables that influence work execution incorporate individual and natural (Byar and Rue, 2011; Rahmah et al., 2020) capacity and inspiration (Mangkunegara and Prabu, 2005) Singular variables incorporate exertion, capacity and job/task discernment Ecological elements incorporate the states of being, gear, time, managers and others The capacity factor comprises of the capacity (IQ) and the capacity of information and aptitudes while rousing component is the person's demeanour in confronting business related circumstances (Alkheyi et al., 2020; Alkhateri et al., 2019) Concerning execution with regards to organizations June and Mahmood (2011) affirmed that performance is

a significant factor in the administration of representatives (Hossain et al., 2020; Almatrooshi et al., 2020; Khalifa, 2020) It has consistently been a key component in an association's greatness

2.2 Compensation Scheme

Compensation consists of two main components; financial compensation and non-financial compensation Financial compensation involves monetary incentives, which an employee

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achieved due to his excellent performance at work On the other hand, non-financial compensations comprise of career development, job design, training and participation, working environment, and recognition (Baeten, 2010; Spaans, 2010; Prasetya & Kato, 2011) According

to Hameed and Waheed (2011), an employee is the most crucial element of an organization as the success of it depends on the employees’ performance (Khalifa, 2019; Al-Shibami et al., 2019) To develop the employee’s performance, the majority of the resources of an organization are used (Alameri et al., 2019) The performance is an idea depicting how a man can utilize his particular potential or genuine information, skills, and capacities with a specific end goal to achieve the objectives or desires (Mohamed et al., 2018, 2019)

2.3 Quality of Work Life

Quality of work life (QWL) alludes to the favourableness or unfavourableness of an occupation domain for individuals It alludes to the nature of a connection among representatives and the complete workplace It is worried about expanding work the executive’s cooperatives to take care

of the issues of improving hierarchical performance and worker responsibility The term nature

of work life was first presented by Davis and Albert (1972) during the International Labor Relations Conference (Hain and Einstein, 1990) Lately, the nature of work life (QWL) is progressively being recognized as a dynamic pointer identified with the capacity and supportability of business associations (Koonmee, et al., 2010)

3 Research Methodology

Research is a bit by bit strategy to give a superior understanding of an issue or issue by gathering and breaking down information and gaining information (Creswell, 2012; Matthews and Ross, 2010; Paniel, 2015) Research design is a work plan which remembers the total procedure for detail to ensure the gathered information can precisely respond to the research questions As referenced by Sekaran and Bougie's (2016), utilizing the right methodology will fundamentally fortify the estimation of the exploration results Sekaran and Bougie's (2016) research model depicted the causal relationship among factors as opposed to portraying factors as either cause or impact whereby the reason is the free factor while the bearing of the impact (subordinate variable) can be either be positive or negative in nature

Along these lines, to draw an amazing and persuading end with the capacity to respond to the research questions, the exploration configuration ought to be arranged by the examination issue, questions, destinations, and theories Considering the exploration targets, this investigation means

to decide the effect of pay plan and nature of work life towards work execution in Royal Malaysian Police, IPK Selangor Thusly, this study is a causal exploration that searching for in testing circumstances and logical results connection between variables Target survey is police personnel in all ranking located at IPK, Selangor The main reason for the researcher to choose all ranked is that having higher responsibilities and expose toward greater task that requires greater job performance

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4 Data Analysis and Findings

The information assortment that was done through the review technique, which is utilizing the survey that included 412 respondents, is to build the probabilities of gathering the information The complete reaction rate recorded is 30.68% A reaction rate over the half is adequate to direct (Hair et.al 2010) and in this study the reaction pace of 30.68% is adequate to finish the investigation

From the total number of respondents is 412 police personnel, and percentage of male is 68.7% and 31.3% were female and showing the highest rate for male in policing field The highest age recorded is 31-40 years forming 43.7%, followed by 24.5% respondents from age 25-30 years, then, 17.0% from age 41-50 and lastly is 14.8% from respondents age from age 51 years old and above The highest rate for rank between the police personnel is Corporal that recorded 34.2%, followed by Lans Corporal (27.7%), others (high rank officer) (19.7%), Sergeant (10.9%), Inspector (7.5%) For Years of Service in Police, the range above 16 years recorded the high rate (45.9%), 11 to 15 years (22.1%), 6 - 10 years (16.3%) and below than 5 years (15.8%)

Further to the above, the analysis of the data is also base on the result of the test for dependent variable and independent variables, the requirements of Cronbach Alpha must more than 0.7 and acceptable to conduct the research (Salkin, 2009) The Cronbanch Alpha value is within the range of 0.8 and 0.9 is very good and acceptable for conduct the research (Salkin, 2009) If the reliability of the Cronbach Alpha smaller than 0.6 the valued is poor (Salkin, 2009) Table 4 illustrates the summary of reliability results Thus, the Cronbach Alpha for the study was job performance; 943, compensation scheme; 943 and quality work life; 892 with all the variables having 8 items of measurement

Included from the abovementioned, the descriptive analysis was done in distinguish the general scope of answer for each build and assists with clarifying the qualities of the respondents in this study The reactions that got in this study recorded 1.00 in the base reaction and 5.0 in the greatest estimation of reaction in this investigation Other than that, the estimation of mean was measure on a five Likert scale, which implies the higher number on the five-point scale, will be higher the decency of the variable On the off chance that the appropriate response is closer to five, will give a positive answer, and if the appropriate response near zero mirrors a negative idea from the respondents In addition, if the value of mean is more than 4 indicates a high agreement, less than 2 were considered as low agreement and mean value of 3 was considered as a moderate agreement In this study, the highest value of mean is 4.1702 for job performance and the lowest value is at 3.5021 which is compensation scheme Table 1 below presented a descriptive analysis

in this study

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Table 1: Descriptive Analysis

Statistic Statistic Statistic Statistic Statistic

Compensation

Quality of Work

Source: Developed for this research

Broaden, the correlation analysis was done by using Pearson correlation that to know the relationship between the variables used Mayers, Gamst and Guarine (2006) mentioned the issues

of multicollinearity and according to Cooper and Schindler (2003), no exact level on establishing the correlation between the variables that have multicollinearity They also argue the correlation

of 0.80 and above may cause problems and suggest a lower correlation as satisfactory The result

of this study that to correlate the analysis of compensation scheme, quality work life with job performance revealed that the highest correlation coefficient is registered between job performance and quality work life 492**, p<0.000 followed by correlation coefficient between and lowest correlation is 390**, p<0.000 between job performance and compensation scheme which stated in the table 2 below:-

Table 2: Summary of Correlation between Variables

** Correlation is significant at the 0.01 level (2-tailed)

Source: Developed for this research

The analysis was further expand by determine the relationship between the dependent variable (job performance) and independent variables (compensation scheme and quality of work life) to

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ensure these variables has a stronger or weaker relationship with the job performance by looking

at the multiple regression analysis which resulted as follows:

Table 3: Multiple Regression analysis of independent variable to dependent variable

**P<0.01, R Square = 248

Source: Developed for this research

Thereafter, the summary of the hypothesis shows as follows: -

Table 4: Hypothesis

H1 Compensation Scheme positively affects

H2 Quality Work Life positively affects

Source: Developed for this research

5 Discussion

Overall the relationship between all the independent variables with job performance registered not significant relationship between compensation scheme and job performance In correlation result in table 4 indicates the hypothesis been rejected between compensation scheme and job performance Based on this result, it is shows that police personal is satisfied with the remuneration being paid to them

Shin-Rong and Chin-Wei (2012) had discovered that there is a huge gap between compensation and employee Similar to the findings by Mayson and Barret (2006), the efforts are done by an institution to attract, spur, and retain employees through the offering of competitive pay rates and suitable rewards are significantly connected to the performance of the institution On the other hand, Denis and Michel (2011) opined that along these lines, in a competitive business condition, numerous institutions today are endeavouring to recognize creative compensation strategies that

City University eJournal of Academic Research (CUeJAR), 2(1) 2020; 162-XX

are specifically connected to enhance further in the future

Quality of work life recorded a positive relationship with the activity execution for job performance of police Mehdi Hosseini et al, (2010) reasoned that the profession accomplishment, vocation fulfilment and profession balance are not just the noteworthy factors

to accomplish great Quality of Work Life, however Quality Work Life or the nature of work framework as one of the most fascinating techniques making inspiration and is an approach to have work enhancement It is likewise noted structure the research that reasonable compensation, development openings and proceeding with advancement improves staffs' presentation which thusly expands Quality Work Life of representatives

As needs be, the research uncovered that the performance of an association can be improved just when human resources are happy with a better-Quality Work Life Talebi, Pakdelbonab, Zemestani and Aghdami (2012) found that a huge relationship exists among the factors of compensation and advantages, employer stability, wellbeing and secure workplace, self-governance at work, giving the premise to abilities training, on deciding position advancement heading with worker viability

6 Limitation and Conclusion

This study has limitation need to be face The time is very limited to conduct this research for the whole police The natures in policing career also have some difficulties to collect the data and to get some information This is because, researcher need to follow their time and also schedule before meeting up

The main aim of this paper is to comprehensively review the connection between the compensation scheme and its impact on the job performance Based on this research, it can be concluded from the review of literature that the compensation scheme is highly linked with job performance Several studies revealed that compensation, bonuses, and salary are crucial to improve the job performance It shows that the even the hypothesis been rejected but without the acceptable compensation scheme could hinder the job performance of the employees

Appropriately, the exploration uncovered that the presentation of an organization can be improved just when HR are happy with a better-Quality Work Life Talebi, Pakdelbonab, Zemestani and Aghdami (2012) found that a noteworthy relationship exists among the factors of compensation and advantages, employer stability, wellbeing and secure workplace, self-rule at work, giving the premise to aptitudes training, on deciding position advancement course with representative viability Varghese and Jayan (2013) referenced that Quality Work Life and its associations with worker wellbeing and execution have gotten an unequivocal target of numerous human asset strategies in current organizations

City University eJournal of Academic Research (CUeJAR), 2(1) 2020; 162-XX

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