AFFECT OF COMPENSATION SYSTEM ON PSYCHOLOGICAL CONTRACT AND ITS IMPACT ON ORGANIZATIONAL COMMITMENT AND PERFORMANCE OF NURSES WHO WORK AT PRIVATE HOSPITAL IN PADANG.
AFFECT OF COMPENSATION SYSTEM ON PSYCHOLOGICAL
CONTRACT AND ITS IMPACT ON ORGANIZATIONAL
COMMITMENT AND PERFORMANCE OF NURSES WHO WORK AT
PRIVATE HOSPITAL IN PADANG
THESIS
Undergraduate Thesis Proposal
Thesis is submitted as a partial fulfillment of the requirement for an
Undergraduate Degree in Management Department – Faculty of Economics
BY:
UTARI FRINELVA
0810 524 026
INTERNATIONAL MANAGEMENT DEPARTMENT
ECONOMICS FACULTY
ANDALAS UNIVERSITY
PADANG
2012
Alumni no. at University:
Alumni no. at Faculty:
Utari Frinelva
8989
a) Birth’ Place/Date: Taluk/ June 21,
f) Graduation Date: 05 July 2012
g) Grade: Very Satisfactionary
1990
b) Parent’ Name: Eri Afrizal
h) GPA: 3.01
c) Faculty: Economic
i) Length of Study: 3 years 11 months
d) Major: Management International
j) Parents’ Address: Taluk, Lintau Buo
e) ID Number: 0810524026
AFFECT OF COMPENSATION SYSTEM ON PSYCHOLOGICAL CONTRACT AND
ITS IMPACT ON ORGANIZATIONAL COMMITMENT AND PERFORMANCE OF
NURSES WHO WORK AT PRIVATE HOSPITAL IN PADANG
Bachelor Thesis by: Utari Frinelva
Supervisor: Dr. Harif Amali Rivai, SE, Msi
Abstract
This research investigates the effects of compensation system on psychological contract and its impact
on organizational commitment and employee performance. The researcher determines psychological contract as
mediating variables. The total of 147 nurse who work at Private Hospital in Padang participated on this
research. The findings indicate that compensation system has a direct and positive relationship with
psychological contract, compensation system has a direct and positive relationship with organizational
commitment, psychological contract has a direct and positive relationship with organizational commitment and
organizational commitment has a positive relationship with employee performance. The results indicated that
there is a not mediating role of psychological contract in the relationship with compensation system and
organizational commitment.
Key words: Compensation System, Psychological Contract, Organizational Commitment and Employee
Performance
This bachelor thesis has already examined and passed on July 05, 2012. The abstract of research has been
approved by supervisor and examiners:
Signature
Name
1
Dr.Vera Pujani,SE.M.tech
2
3
Fajri Adrianto, SE.M.Bus
Dr. Harif Amali Rivai, SE, MSi
Approved by,
Head of Management
Department
____________
Signature
Dr. Harif Amali Rivai, SE,MSi
Nip. 197110221997011001
Alumnus had registered to Faculty / University and get the alumnus number:
Alumni No. at Faculty:
Alumni No. at University:
Name :
Name :
Staff of Faculty/University
Signature :
Signature:
Alumni no. at University:
Nurhidayati Pritama
k) Birth’ Place/Date: Padang Panjang/
Alumni no. at Faculty:
p) Graduation Date: 10 Januari 2012
q) Grade: Outstanding (Dengan Pujian)
October 11, 1990
l) Parent’ Name: Drs. Izhar Syafawi
r) GPA: 3.54
m) Faculty: Economic
s) Length of Study: 3 years 6 months
n) Major: Management International
t) Parents’ Address: Padang Panjang
o) ID Number: 0810524048
THE EFFECT OF COMPENSATION SYSTEM ON EMPLOYEE’S MOTIVATION AND JOB
SATISFACTION : CASE IN NON ACADEMIC STAFF AT ANDALAS UNIVERSITY
Bachelor Thesis by: Nurhidayati Pritama
Supervisor: Dr. Harif Amali Rivai, SE, Msi
Abstract
This research examined the analysis effect of compensation system and identified to what extent the effective compensation
system can affect the employee’s motivation and job satisfaction for non academic staff at Andalas University. The data
obtained through questionnaire. The study found that Andalas University has implemented its effective compensation system
in line with the theory, except job satisfaction as results from effective compensation system. It means that non-academic
staff strongly believed that compensation system can affect their motivation to work, and motivation can increase job
bsatisfaction. Meanwhile, there is no direct and positive relationship between effective compensation system and
employee’s job satisfaction. Therefore Andalas University should enhance the effective compensation system in order to
improve employee’s job satisfaction.
This bachelor thesis has already examined and passed on January 10, 2012. The abstract of research has been
approved by supervisor and examiners:
Signature
1
2
Name
Dr. Harif Amali Rivai, SE, MSi
3
Fajri Adrianto, SE.M.Bus
Asmi Abbas, SE. MM
Approved by,
Head of Management
Department
Dr. Harif Amali Rivai, SE,MSi
Nip. 197110221997011001
____________
Signature
Alumnus had registered to Faculty / University and get the alumnus number:
Alumni No. at Faculty:
Alumni No. at University:
Name :
Name :
Staff of Faculty/University
Signature :
Signature:
CHAPTER 1
INTRODUCTION
1.1
Background of the research
Nursing staffs in most medical institutions or private organizations in all
corners of the world are probably the most undervalued staff members despite the
fact that these are the people who take care of our loved ones around the clock
when they are hospitalized. Many of the nurses even take on the responsibilities of
the medical supervisors or the doctors in command, and this makes them a very
important part of the medical system (International Council for Nurses, 2007;
Koonar, 2008). Koonar (2008) further says that in the medical profession, nursing
staffs are the one who have variety of jobs to perform and need to juggle with
many jobs at many places in the hospital or in medical centers and still are under
paid and undervalued.
Compensation becomes one of the most important considerations in
Human Resources Management practices. It is not only about reward that give to
the employees, but also includes of how it is allocated and sent a message to the
employees about what the organizations believe to be important and worth
encouraging (Ghazanfar et al, 2011).
By giving the compensation to the employees, organization then expects
employees to follow regulations and rules, work according to the standard set for
them. Besides the expectation to have fair pay, they also expect a good working
condition, fair treatment, secure career, power and involvement in decision. These
expectations could be different. Understanding of employee’s motivation is
required to address these expectations (Beer et al,1984; cited from Khan et al,
1
2010 ). Meanwhile, an organization need to spend more on compensation to make
sure that their employees are motivated enough to give their best performance
(Belcher and Atchison, 1987; cited from Ghazanfar, 2011).
Generally, organizational commitment defined as a person attachment to
the organization where he works. Organizational commitment is needed by
organizations that are competent resource within the organization can be
preserved and maintained. According (McNeese-Smith,1996;cited from Nur
Cahyani 2007) showed that significant organizational commitment relate
positivelly employee performance.
Commitment is a concept of management that puts of human resource as a
central figure in the company. Without the commitment of the organization is
difficult to expect active participation and deph of human resources. Commitment
is not something that can be present for granted, but must be born. Commitment
must be maintained in order to continue to grow and exist in the heart of human
resources, through appropriate and techniques.
Organizational commitment is loyalty to the organization and mobilization
of all employees in the development of its goals, purposes, and infrastructure
(Kim et al.,2005;cited from Anvari 2011). There are three kinds of organizational
commitment consist of affective commitment, normative commitment and
continuance commitment (Aube, Rousseau and Morin,2007;cited from Anvari
2011). Affective commitment describes the emotional attachment and
involvement of an individual with an organization, continuance means perceived
cost of leaving organization and normative is perceived cost to remain in the
organization (Meyer et al,2002;cited from Anvari 2011).
2
Organizational commitment refers to the relative strength of an
individual’s identification and involvement in a particular organization (Steers,
1977). In this research consider two organizational commitment components that
have received substantial research attention affective and continuance
commitment (Glazer et al,2004;cited from Anvari 2011). Affective commitment is
the emotional attachment and identification with one’s organization (Allen and
Meyer, 1990). Continuance commitment refers to commitment based on the
employee’s attitude towards leaving the organization. In general, an employee
with high continuance commitment is less likely to leave the organization because
of costs involved with such a move.
Affective commitment shows the level of employee attachment with the
organization including beliefs, willingness and desire regarding organizational
goal achievements. Affective commitment of employees toward the organization
has three different shapes consist of: 1).identification, 2).formation and
3).maintaining. In affective commitment, emotions for the organization form at
the beginning stage and then made identification of emotions with the
organizational goals and objectives, finally try best to maintain these emotions
toward the organization.
Psychological contracts have been shown to be highly significant within
this employment context because they help the employee frame the relationship
and this serves to guide their behaviour. It should be noted that they are
distinguishable from the normative contract (Rousseau 1995) because they reside
in the mind of the individual, and can therefore act as double-edged swords
because they also offer the potential to engender dispute and disagreement
3
between parties (Rousseau and Parks 1993). By showing the positive and negative
implications of psychological contracts this rapidly growing body of knowledge
has been an important aspect in helping managers to understand the employment
relationship.
Psychological contract represents the mutual beliefs, perceptions, and
informal obligations between an employer and an employee. It sets the dynamics
for the relationship and defines the detailed practicality of the work to be done. It
is distinguishable from the formal written contract of employment which, for the
most part, only identifies mutual duties and responsibilities in a generalized form
(Robinson 1994).
Increasing job performance is among the most theoretically and practically
important
problems
in
organizational
research
(Staw,1984).
Employee
performance is an important building block of an organization and factors which
lay the foundation for high performance must be analyzed by the organizations.
Performance is a major multidimensional construct aimed to achieve results and
has a strong link to strategic goals of an organization (Mwita, 2000;cited from
lubis 2008).
Every organization need an compensation system in order to enhance
organizational commitment, psychological contract and employee performance.
The same thing will be happened in the context of health industry (e.g Hospitals).
The currect research is purposed to the test the theoritical model which explains
relationships
among
compensation
system
and
psychological
contract,
compensation system and organizational commitment, psychological contract and
organizational commitment and organizational commitment and employee
4
performance. Object of this study is a nurses who work at Private Hospital in
Padang. Analysis is conducted through analyzing the implementation of
compensation system by (Thierry, 1987; cited from Herpen et al., 2005) and then
research
examines
impacts
of
two
factors
(i.e.,compensation
system,
psychological contract) on organizational commitment and employee performance
in the context of Private Hospital. The relationship between of each variable is
ilustrated in the figure 2.1. Private Hospital choosen is nurses who work Private
Hospital in Padang.
1.2
Problem Statements
Therefore the problem can be formulated as follows:
1. To what extent the compensation system affects the psychological contract
of nurses who work Private Hospital in Padang?
2. To what extent the compensation system affects the organizational
commitment of nurses who work at Private Hospital in Padang?
3. To what extent the psychological contract affects the organizational
commitment of nurses who work at Private Hospital in Padang?
4. To what extent the organizational commitment affects employee
performance of nurses who work at Private Hospital in Padang?
5. Does
the
mediating
impact
of
psychological
contract
between
compensation system and organizational commitment of nurses who work
at Private Hospital in Padang?
5
1.3
Objectives of Research
Based on the problem statements above, the objectives of the research are:
1. To exam the effect of compensation system on psychological contract of
nurses who work at Private Hospital in Padang.
2. To exam the effect of compensation system on organizational commitment
of nurses who work at Private Hospital in Padang
3. To exam the effect of psychological contract on organizational
commitment of nurses who work at Private Hospital in Padang.
4. To exam the effect of organizational commitment on employee
performance of nurses who work at Private Hospital in Padang.
5. To exam mediating effect of psychological contract in the relationship
between compensation system and organizational commitment of nurses
who work at Private Hospital in Padang.
1.4
Contributions of research
The results of this research are expected to provide information relevant to
organizational commitment and employee performance in the context of Private
Hospital, to understand variables of an organizational commitment and employee
performance and to strengthen theories or concepts related to factors that
influencing organizational commitment, employee performance, compensation
system and psychological contract.
It is expected this research provide the data and information for the next
research in similar area in the future.
6
1.5
Scope of research
This research is aimed the effect of compensation system on
psychological contract and its impact on organizational commitment and
employee performance of nurses who work at Private Hospital in Padang.
Variable to analyzing this research is limited to dimension of effective
compensation system explained by (Thierry ,1987; cited from Herpen et al.,2005).
1.6
Outline of Research
In order to make it easier and make moderate the forwarding of content,
this research is divided into five chapter, they are:
CHAPTER I
: Introduction
That is containing about background of the study, problem
statement, and objective of research, scope of research and
contribution of research
CHAPTER II : Literature Review
Is the chapter that evaluates the containing bibliography about
basis for theory. Basis for theory tells us about definition of
compensation
system,
organizational
commitment,
psychological contract and employee performance, previous
research, and correlation between compensation system,
organizational
commitment,
psychological
contract
and
employee performance.
7
CHAPTER III : Research Method
Explaining about research method which discussing about
research design, population and sample, data collecting method,
operationalization of variables, data processing, data analysis
method and data analysis.
CHAPTER IV
: Results and Discussion
Explaining about surveys result that consists of
respondent
characteristic, frequency of distribution each variable, validity
test, reliability test, normality test, fit model, hypothesis testing,
and discussion about analysis effect compensation system and
organizational commitment on psychological contract and its
impact of nurses performance who work at Private Hospital in
Padang.
CHAPTER V : Conclusion, Limitations, and Recommendations.
On this chapter will explain about conclusion of research,
suggestions of research, limitation of the research, implication
of research and recommendation for further research.
8
CONTRACT AND ITS IMPACT ON ORGANIZATIONAL
COMMITMENT AND PERFORMANCE OF NURSES WHO WORK AT
PRIVATE HOSPITAL IN PADANG
THESIS
Undergraduate Thesis Proposal
Thesis is submitted as a partial fulfillment of the requirement for an
Undergraduate Degree in Management Department – Faculty of Economics
BY:
UTARI FRINELVA
0810 524 026
INTERNATIONAL MANAGEMENT DEPARTMENT
ECONOMICS FACULTY
ANDALAS UNIVERSITY
PADANG
2012
Alumni no. at University:
Alumni no. at Faculty:
Utari Frinelva
8989
a) Birth’ Place/Date: Taluk/ June 21,
f) Graduation Date: 05 July 2012
g) Grade: Very Satisfactionary
1990
b) Parent’ Name: Eri Afrizal
h) GPA: 3.01
c) Faculty: Economic
i) Length of Study: 3 years 11 months
d) Major: Management International
j) Parents’ Address: Taluk, Lintau Buo
e) ID Number: 0810524026
AFFECT OF COMPENSATION SYSTEM ON PSYCHOLOGICAL CONTRACT AND
ITS IMPACT ON ORGANIZATIONAL COMMITMENT AND PERFORMANCE OF
NURSES WHO WORK AT PRIVATE HOSPITAL IN PADANG
Bachelor Thesis by: Utari Frinelva
Supervisor: Dr. Harif Amali Rivai, SE, Msi
Abstract
This research investigates the effects of compensation system on psychological contract and its impact
on organizational commitment and employee performance. The researcher determines psychological contract as
mediating variables. The total of 147 nurse who work at Private Hospital in Padang participated on this
research. The findings indicate that compensation system has a direct and positive relationship with
psychological contract, compensation system has a direct and positive relationship with organizational
commitment, psychological contract has a direct and positive relationship with organizational commitment and
organizational commitment has a positive relationship with employee performance. The results indicated that
there is a not mediating role of psychological contract in the relationship with compensation system and
organizational commitment.
Key words: Compensation System, Psychological Contract, Organizational Commitment and Employee
Performance
This bachelor thesis has already examined and passed on July 05, 2012. The abstract of research has been
approved by supervisor and examiners:
Signature
Name
1
Dr.Vera Pujani,SE.M.tech
2
3
Fajri Adrianto, SE.M.Bus
Dr. Harif Amali Rivai, SE, MSi
Approved by,
Head of Management
Department
____________
Signature
Dr. Harif Amali Rivai, SE,MSi
Nip. 197110221997011001
Alumnus had registered to Faculty / University and get the alumnus number:
Alumni No. at Faculty:
Alumni No. at University:
Name :
Name :
Staff of Faculty/University
Signature :
Signature:
Alumni no. at University:
Nurhidayati Pritama
k) Birth’ Place/Date: Padang Panjang/
Alumni no. at Faculty:
p) Graduation Date: 10 Januari 2012
q) Grade: Outstanding (Dengan Pujian)
October 11, 1990
l) Parent’ Name: Drs. Izhar Syafawi
r) GPA: 3.54
m) Faculty: Economic
s) Length of Study: 3 years 6 months
n) Major: Management International
t) Parents’ Address: Padang Panjang
o) ID Number: 0810524048
THE EFFECT OF COMPENSATION SYSTEM ON EMPLOYEE’S MOTIVATION AND JOB
SATISFACTION : CASE IN NON ACADEMIC STAFF AT ANDALAS UNIVERSITY
Bachelor Thesis by: Nurhidayati Pritama
Supervisor: Dr. Harif Amali Rivai, SE, Msi
Abstract
This research examined the analysis effect of compensation system and identified to what extent the effective compensation
system can affect the employee’s motivation and job satisfaction for non academic staff at Andalas University. The data
obtained through questionnaire. The study found that Andalas University has implemented its effective compensation system
in line with the theory, except job satisfaction as results from effective compensation system. It means that non-academic
staff strongly believed that compensation system can affect their motivation to work, and motivation can increase job
bsatisfaction. Meanwhile, there is no direct and positive relationship between effective compensation system and
employee’s job satisfaction. Therefore Andalas University should enhance the effective compensation system in order to
improve employee’s job satisfaction.
This bachelor thesis has already examined and passed on January 10, 2012. The abstract of research has been
approved by supervisor and examiners:
Signature
1
2
Name
Dr. Harif Amali Rivai, SE, MSi
3
Fajri Adrianto, SE.M.Bus
Asmi Abbas, SE. MM
Approved by,
Head of Management
Department
Dr. Harif Amali Rivai, SE,MSi
Nip. 197110221997011001
____________
Signature
Alumnus had registered to Faculty / University and get the alumnus number:
Alumni No. at Faculty:
Alumni No. at University:
Name :
Name :
Staff of Faculty/University
Signature :
Signature:
CHAPTER 1
INTRODUCTION
1.1
Background of the research
Nursing staffs in most medical institutions or private organizations in all
corners of the world are probably the most undervalued staff members despite the
fact that these are the people who take care of our loved ones around the clock
when they are hospitalized. Many of the nurses even take on the responsibilities of
the medical supervisors or the doctors in command, and this makes them a very
important part of the medical system (International Council for Nurses, 2007;
Koonar, 2008). Koonar (2008) further says that in the medical profession, nursing
staffs are the one who have variety of jobs to perform and need to juggle with
many jobs at many places in the hospital or in medical centers and still are under
paid and undervalued.
Compensation becomes one of the most important considerations in
Human Resources Management practices. It is not only about reward that give to
the employees, but also includes of how it is allocated and sent a message to the
employees about what the organizations believe to be important and worth
encouraging (Ghazanfar et al, 2011).
By giving the compensation to the employees, organization then expects
employees to follow regulations and rules, work according to the standard set for
them. Besides the expectation to have fair pay, they also expect a good working
condition, fair treatment, secure career, power and involvement in decision. These
expectations could be different. Understanding of employee’s motivation is
required to address these expectations (Beer et al,1984; cited from Khan et al,
1
2010 ). Meanwhile, an organization need to spend more on compensation to make
sure that their employees are motivated enough to give their best performance
(Belcher and Atchison, 1987; cited from Ghazanfar, 2011).
Generally, organizational commitment defined as a person attachment to
the organization where he works. Organizational commitment is needed by
organizations that are competent resource within the organization can be
preserved and maintained. According (McNeese-Smith,1996;cited from Nur
Cahyani 2007) showed that significant organizational commitment relate
positivelly employee performance.
Commitment is a concept of management that puts of human resource as a
central figure in the company. Without the commitment of the organization is
difficult to expect active participation and deph of human resources. Commitment
is not something that can be present for granted, but must be born. Commitment
must be maintained in order to continue to grow and exist in the heart of human
resources, through appropriate and techniques.
Organizational commitment is loyalty to the organization and mobilization
of all employees in the development of its goals, purposes, and infrastructure
(Kim et al.,2005;cited from Anvari 2011). There are three kinds of organizational
commitment consist of affective commitment, normative commitment and
continuance commitment (Aube, Rousseau and Morin,2007;cited from Anvari
2011). Affective commitment describes the emotional attachment and
involvement of an individual with an organization, continuance means perceived
cost of leaving organization and normative is perceived cost to remain in the
organization (Meyer et al,2002;cited from Anvari 2011).
2
Organizational commitment refers to the relative strength of an
individual’s identification and involvement in a particular organization (Steers,
1977). In this research consider two organizational commitment components that
have received substantial research attention affective and continuance
commitment (Glazer et al,2004;cited from Anvari 2011). Affective commitment is
the emotional attachment and identification with one’s organization (Allen and
Meyer, 1990). Continuance commitment refers to commitment based on the
employee’s attitude towards leaving the organization. In general, an employee
with high continuance commitment is less likely to leave the organization because
of costs involved with such a move.
Affective commitment shows the level of employee attachment with the
organization including beliefs, willingness and desire regarding organizational
goal achievements. Affective commitment of employees toward the organization
has three different shapes consist of: 1).identification, 2).formation and
3).maintaining. In affective commitment, emotions for the organization form at
the beginning stage and then made identification of emotions with the
organizational goals and objectives, finally try best to maintain these emotions
toward the organization.
Psychological contracts have been shown to be highly significant within
this employment context because they help the employee frame the relationship
and this serves to guide their behaviour. It should be noted that they are
distinguishable from the normative contract (Rousseau 1995) because they reside
in the mind of the individual, and can therefore act as double-edged swords
because they also offer the potential to engender dispute and disagreement
3
between parties (Rousseau and Parks 1993). By showing the positive and negative
implications of psychological contracts this rapidly growing body of knowledge
has been an important aspect in helping managers to understand the employment
relationship.
Psychological contract represents the mutual beliefs, perceptions, and
informal obligations between an employer and an employee. It sets the dynamics
for the relationship and defines the detailed practicality of the work to be done. It
is distinguishable from the formal written contract of employment which, for the
most part, only identifies mutual duties and responsibilities in a generalized form
(Robinson 1994).
Increasing job performance is among the most theoretically and practically
important
problems
in
organizational
research
(Staw,1984).
Employee
performance is an important building block of an organization and factors which
lay the foundation for high performance must be analyzed by the organizations.
Performance is a major multidimensional construct aimed to achieve results and
has a strong link to strategic goals of an organization (Mwita, 2000;cited from
lubis 2008).
Every organization need an compensation system in order to enhance
organizational commitment, psychological contract and employee performance.
The same thing will be happened in the context of health industry (e.g Hospitals).
The currect research is purposed to the test the theoritical model which explains
relationships
among
compensation
system
and
psychological
contract,
compensation system and organizational commitment, psychological contract and
organizational commitment and organizational commitment and employee
4
performance. Object of this study is a nurses who work at Private Hospital in
Padang. Analysis is conducted through analyzing the implementation of
compensation system by (Thierry, 1987; cited from Herpen et al., 2005) and then
research
examines
impacts
of
two
factors
(i.e.,compensation
system,
psychological contract) on organizational commitment and employee performance
in the context of Private Hospital. The relationship between of each variable is
ilustrated in the figure 2.1. Private Hospital choosen is nurses who work Private
Hospital in Padang.
1.2
Problem Statements
Therefore the problem can be formulated as follows:
1. To what extent the compensation system affects the psychological contract
of nurses who work Private Hospital in Padang?
2. To what extent the compensation system affects the organizational
commitment of nurses who work at Private Hospital in Padang?
3. To what extent the psychological contract affects the organizational
commitment of nurses who work at Private Hospital in Padang?
4. To what extent the organizational commitment affects employee
performance of nurses who work at Private Hospital in Padang?
5. Does
the
mediating
impact
of
psychological
contract
between
compensation system and organizational commitment of nurses who work
at Private Hospital in Padang?
5
1.3
Objectives of Research
Based on the problem statements above, the objectives of the research are:
1. To exam the effect of compensation system on psychological contract of
nurses who work at Private Hospital in Padang.
2. To exam the effect of compensation system on organizational commitment
of nurses who work at Private Hospital in Padang
3. To exam the effect of psychological contract on organizational
commitment of nurses who work at Private Hospital in Padang.
4. To exam the effect of organizational commitment on employee
performance of nurses who work at Private Hospital in Padang.
5. To exam mediating effect of psychological contract in the relationship
between compensation system and organizational commitment of nurses
who work at Private Hospital in Padang.
1.4
Contributions of research
The results of this research are expected to provide information relevant to
organizational commitment and employee performance in the context of Private
Hospital, to understand variables of an organizational commitment and employee
performance and to strengthen theories or concepts related to factors that
influencing organizational commitment, employee performance, compensation
system and psychological contract.
It is expected this research provide the data and information for the next
research in similar area in the future.
6
1.5
Scope of research
This research is aimed the effect of compensation system on
psychological contract and its impact on organizational commitment and
employee performance of nurses who work at Private Hospital in Padang.
Variable to analyzing this research is limited to dimension of effective
compensation system explained by (Thierry ,1987; cited from Herpen et al.,2005).
1.6
Outline of Research
In order to make it easier and make moderate the forwarding of content,
this research is divided into five chapter, they are:
CHAPTER I
: Introduction
That is containing about background of the study, problem
statement, and objective of research, scope of research and
contribution of research
CHAPTER II : Literature Review
Is the chapter that evaluates the containing bibliography about
basis for theory. Basis for theory tells us about definition of
compensation
system,
organizational
commitment,
psychological contract and employee performance, previous
research, and correlation between compensation system,
organizational
commitment,
psychological
contract
and
employee performance.
7
CHAPTER III : Research Method
Explaining about research method which discussing about
research design, population and sample, data collecting method,
operationalization of variables, data processing, data analysis
method and data analysis.
CHAPTER IV
: Results and Discussion
Explaining about surveys result that consists of
respondent
characteristic, frequency of distribution each variable, validity
test, reliability test, normality test, fit model, hypothesis testing,
and discussion about analysis effect compensation system and
organizational commitment on psychological contract and its
impact of nurses performance who work at Private Hospital in
Padang.
CHAPTER V : Conclusion, Limitations, and Recommendations.
On this chapter will explain about conclusion of research,
suggestions of research, limitation of the research, implication
of research and recommendation for further research.
8