The reality of salaries justice in compensation practices : case study : UNRWA Gaza field

العناوين الأخرى

واقع عدالة الرواتب في ممارسات التعويض : دراسة حالة : وكالة الأمم المتحدة لغوث و تشغيل اللاجئين- مكتب غزه الإقليمي

مقدم أطروحة جامعية

al-Mussadir, Hazim

مشرف أطروحة جامعية

al-Habel, Wasim Ismail

أعضاء اللجنة

Sammur, Akram Ismail
Abu Hamad, Bassam Abd al-Jawad

الجامعة

الجامعة الإسلامية

الكلية

كلية التجارة

القسم الأكاديمي

قسم إدارة الأعمال

دولة الجامعة

فلسطين (قطاع غزة)

الدرجة العلمية

ماجستير

تاريخ الدرجة العلمية

2012

الملخص الإنجليزي

-The purpose of this research is to examine a perceived justice of compensation practices in the United Nations Relief and Works Agency (UNRWA).

To this end the research has been conducted in UNRWA Field in Gaza.

More specifically, the study aimed at examining the influence of compensation practices on attitudes towards the organization.

The study used the analytical descriptive method which assessed and described the effect of salaries on UNRWA employees.

A number of important factors have been employed in the study including remunerative packages in UNRWA, host government and broader local market; the level of budget responsibility and accountability; qualifications and experience requirements; training and (higher) education.

The chosen descriptive method helped to compare, contrast and illuminate the study findings to produce meaningful results.

A survey questionnaire has been used to obtain the primary data.

The sample size was calculated at (378) out of the study population (11,889, based on March 2013’s statistics).

The researcher has used a stratified random sample covering all occupations and grade levels who are available UNRWA Field Gaza.

A survey questionnaire has been used to obtain primary data.

The calculated sample size was 378 out of the total population of 11,889 (statistics of March 2013).

The researcher has used a stratified random sample covering all occupations and grade levels found in UNRWA Field Gaza.

The data analysis shows that the respondents’ answers are negative to the first three items of the questionnaire including salaries of the host government (where UNRWA operates), salaries of the local market and UNRWA budget.

These three variables do not have any statistically significant correlation with a perceived justice in UNRWA compensation system.

This has been attributed to miscommunications and lack of trust issue in UNRWA compensation policy and practice.

The respondents’ answers suggest that job descriptions and classification practices have statistically significant (positive) correlation with a perceived justice in UNRWA compensation.

At the same time, the given responses clearly demonstrate that personal qualifications such as training and education higher than those required by the job do not have any statistically significant relationship with a perceived justice in UNRWA compensation system.

The latter effect is due to the fact that UNRWA does not recognize higher training and education credentials in its remuneration or career development practices.

As a result of a thorough analysis of the study findings the paper puts forth practical recommendations, specifically, a) enhancement of communication channels with staff as communication on pay matters leads to positive perceptions of justice of pay system among employees; b) upholding of internal and external equity of staff salaries.

التخصصات الرئيسية

إدارة الأعمال

الموضوعات

• الأجور
• فلسطين
• قطاع غزة

عدد الصفحات

112

قائمة المحتويات

• APA
• MLA
• AMA

لغة النص

الإنجليزية

نوع البيانات

رسائل جامعية

رقم السجل

BIM-534830