Reward systems and job performance: effects of procedural justice and affective commitment
DOI:
https://doi.org/10.17524/repec.v16i2.3079Keywords:
extrinsic rewards, intrinsic rewards, affective commitment, procedural justice, job performanceAbstract
Objective: This article analyzes the effect of reward systems on job performance and the intervention of affective commitment and procedural justice in this relationship. Method: A survey was carried out with employees of cooperatives in the south and southeast regions of Brazil. To analyze the 146 valid responses, structural equation modeling was used. Results: The results confirmed the direct effect of intrinsic rewards on job performance and extrinsic rewards on affective commitment. Affective commitment does not mediate the relationship between rewards and job performance. The complementary analysis indicated that intrinsic rewards influence the affective commitment of employees under 30 years of age, with complete graduation, female gender and health cooperatives. The perception of procedural justice by females and health cooperative respondents strengthens the effect of intrinsic rewards on affective commitment. In credit unions, the affective commitment of employees influences job performance. Contributions: The study contributes to the literature and management practice by exploring the effects of different types of rewards on employee behavior and performance and revealing that the perception of procedural fairness of certain groups of employees strengthens affective commitment.References
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