This research examines what employees in the Australian banking industry think of fairness in the area of compensation and performance management and how these perceptions influence organisational commitment and turnover intention. The research was conducted in two stages. In stage 1, a small sample of 29 employees were interviewed from one Australian bank in Adelaide, South Australia. Qualitative analysis of their responses confirmed the major dimensions of the fairness concept with respect to compensation and performance management practices. Stage 2 involved a quantitative approach where an online and printed questionnaire was distributed to 345 employees working in the banking industry in South Australia. / Stage 2 findings affirmed the qualitative findings and provided an explanation of how Australian employees interpreted fairness. The majority intepreted fairness as distributive fairness, yet interactional fairness was perceived as the major experience of fairness. The statistical results indicated that employees' perceptions of fairness were largely influenced by the interaction of distributive and procedural fairness, as well as interactional fairness. The data also provided empirical evidence of the impact of structural fairness in compensation and social fairness in performance management on employees' affective responses toward the organisation and turnover intention. / Thesis (PhDBusinessandManagement)--University of South Australia, 2006.
| Identifer | oai:union.ndltd.org:ADTP/267180 |
| Creators | Hung, Daisy Kee Mui. |
| Source Sets | Australiasian Digital Theses Program |
| Language | English |
| Detected Language | English |
| Rights | copyright under review |
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