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This study aims to assess the association between managers' support, motivation to learn, and training application. The survey method utilizes to collect data from employees at Central Government Agencies in Putrajaya, Malaysia. The SmartPLS was employed to evaluate the quality of survey questionnaire data and test the research hypotheses. SmartPLS path analysis model's findings displayed that managers' support affects training application by the mediation with motivation to learn. This finding provides essential recommendations that practitioners may use to understand different motivations to learn and formulate a training master plan that may inspire employees to maintain and accomplish their organizations' strategies and goals in times of global competition and economic uncertainty.JEL Classification: M53, M54How to Cite:Mohamad, N. I., Ismail, A., & Nor, A. M. (2021). Relationship Between Managers’ Support and Training Application with Motivation to Learn as Mediator. Etikonomi, 20(1), 119 – 136. https://doi.org/10.15408/etk.v20i1.15231.

Research Aims: This study is undertaken to extend the literature by examining the mediating effect of trust in supervisors between perceived interactional fairness in reward systems and organizational commitment . Design/Methodology/Approach: The SmartPLS was applied to analyze the survey questionnaire data gathered from employees at a national audit department in Malaysia. Research Findings: The results display effect of perceived interactional fairness in reward systems on organizational commitment is mediated by trust in supervisors. Theoretical Contribution/Originality: This study has proved the effectiveness of perceived interactional fairness as an essential mediating variable in the administration of reward systems. Managerial Implication in the Southeast Asian Context: The findings of this study could help superiors in public organizations to encourage and support their supervisors in implementing good treatment styles for enhancing fairness in making pay decisions and interacting with diverse subordinates. If employees trust to their supervisors this situation may enhance the effect of employees’ perceived fairness in reward systems on organizational commitment in Southeast public organizations. Research Limitations & Implications : T his study is limited by its sample , self-report questionnaire scale and exclusion of several imporant demographic variables (e.g., gender, age, education, position and length of service) in the research model.

Perceived fairness in pay system has two critical features, namely procedural fairness and distributive fairness. Recent studies have shown that the capability of employers to propose and administer pay systems appropriately, including allocating pay and determining the value of pay in a fair manner, has a positive association with employees’ work-related attitude. Although this association has been well-researched, the role of perceived fairness as a vital predicting variable of work-related attitude, particularly towards job satisfaction and organizational commitment, has still not been thoroughly deliberated. Hence, this study fills this gap. Self-report survey questionnaires were collected from the employees of a public audit agency in Peninsular Malaysia. Smart PLS software was utilized to assess the quality of the research instrument and test the research hypotheses. The results of hypothesis testing confirm that perceived procedural fairness and distributive fairness in managing the pay system, are important determinants of job satisfaction and organizational commitment in the examined organization. Additionally, this study offers useful guidelines for practitioners to improve the pay management system and proposes future studies.