Hubungan Ganjaran Kerja dan Komitmen Terhadap Organisasi Di Kalangan Pekerja Lembaga Hasil Dalam Negeri (LHDN) : Analisis Di Negeri Kedah Darul Aman

Work reward is an important factor that influences commitment towards organization among workers. A form of work reward that has been stated to increase commitment towards organization are internal work reward and external
work reward. These forms or work reward are to change, create satisfaction and motivation to workers in giving their optimum commitment towards organization. Work reward is focused towards workers satisfaction and suitable working environment that finally leads to enhancement of commitment towards organization. Not many research are being carried out in Malaysia. Thus, in this research, the researcher would like to trace the effect of work reward on commitment towards organization among workers systematically. Research Objective. The research aim at studying whether there exist commitment towards organization among the workers of Inland Revenue Board
(IRB ), Kedah Darul Aman: Alor Setar and Sungai Petani divisions based on three independent variables of work reward. The next area of this research, is to find the
significant of relationship between work reward, its relation to workers commitment towards organization. Another area of this research, is to study whether there exist significant relationships between commitment towards
organization and gender, age, organizational tenure, post and monthly salary. Research Method. 90 workers from Alor Setar and Sungai Petani divisions of Inland Revenue Board, Kedah Darul Aman have been taken in as a simple random
sample in this rcscarch. The three independent variables are internal work reward, external work reward and demography, while commitment towards organization has been used as a dependent variable. The data have been analyzed using percentage, mean, test, analysis of variant (ANOVA) and Pearson Moment Correlation to see relationship and effect of the variables chosen. Research finding. Workers showed a high indication in commitment towards
organization. The three dimensions of internal work reward reflected positive and significant effects upon workers commitment towards organization. As for internal
work reward, job involvement is the strongest dimension to influence workers commitment towards organization. As for demographic dimensions, that is, gender, age, organizational tenure and monthly salary showed substantial effects on workers commitment towards organization especially those of longer tenure with the organization. There is no different effect of post on commitment towards organization. The three dimensions of external work reward clearly showed positive and significant relationships with commitment towards organization.