The relationships between rewards systems and job performance among support staff at UTEM Melaka / Nuraisyah Aziz

Many studies have been conducted which involves the effect of the reward systems towards job performance among the employees. However, there has never a research done included all of the extrinsic an intrinsic reward simultaneously in a comprehensive model especially in Peninsular Malaysia. Here, the researcher has been conducting a study entitle the relationship between reward systems a job performance among support staff. In this study, it was focusing on the support staffs in the organization, especially in UTEM Melaka to examine the role of different types of rewards that have been implemented by top management in order to improve their productivity when performing a work. The researcher uses a questionnaire as the instrument to collect and gather the data as the study was used quantitative method. 92 sets of the questionnaire have been filled up by the respondents at the time given and no missing data have been recorded. As overall, the statistical results review that all of the variables that have been mentioned in the instrument have a correlation towards job performance, which have a direct positive relationship, high and moderate correlation and significant. It was based on the result of correlation test. However, in the results, it displays that extrinsic rewards were more powerful rather than intrinsic rewards because on average, the respondents choose working condition as the variables that strongly affected employees' job performance. In other word, if the working environment in the organization was conducive and comfortable, the chances for them to perform the work well were higher and they will feel more motivated to increase their productivity towards their jobs. Therefore, the top management should be aware of the types of rewards that can be applied because it will affect the employees' performance in the organizations.