The relationship between rewards and organizational commitment among workers in Kota Kinabalu Hypermarkets
Rewards is an important component of exchange theory and it is generally accepted that rewards plays an important role to attract, motivate, retain and maintain commitment among workers in any organization with the purpose to ensure high standard of performances and workforce stability. Therefore, t...
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| Format: | Thèse |
| Langue: | anglais |
| Publié: |
2011
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| Accès en ligne: | https://eprints.ums.edu.my/id/eprint/7591/1/mt0000000264.pdf https://eprints.ums.edu.my/id/eprint/7591/ |
| Abstract | Abstract here |
| Résumé: | Rewards is an important component of exchange theory and it is generally accepted that rewards plays an important role to attract, motivate, retain and maintain commitment among workers in any organization with the purpose to ensure high standard of performances and workforce stability. Therefore, this study aims to examine the relationship between rewards and organizational commitment among workers in Kota Kinabalu hypermarkets. Specifically, this study examines three dimensions of organizational commitment; namely affective, continuance and normative commitments as dependent variables in relationship with extrinsic and intrinsic rewards as independent variables. A sample size of 243 respondents from
hypermarkets; Giant Hypermarket and Servay Hypermarket participated in the survey. Self-administered questionnaire was used to collect data from participants, while multiple and linear regression statistics was used to test the relationship between the variables as well as hierarchical regression analysis was used for to test the moderator between the two variables. Findings showed significant
relationships between extrinsic and intrinsic rewards with affective, continuance and normative commitments. Promotional opportunities, satisfaction with fringe
benefits and work condition are extrinsic rewards while feedback and training as an intrinsic reward was found as a predictors of affective, continuance and normative
commitments, whereas pay satisfaction and supervision was not. Gender on the other hand was found to be significant moderator of the relationship. Further research to study the reward system and approaches in hypermarket is recommended to ensure greater organizational commitment. |
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