A study of relationship between organizational rewards and employee commitment among employees of CryoCord Sdn Bhd / Salina Abd Mutalip
This study intends to see the role of Organizational Rewards towards affective commitment. Four objectives have been set in order to achieve the purpose of this studies. The first objective is to determine the level of Organizational, rewards. The ' second objective is to determine the level of...
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| Format: | Student Project |
| Language: | English |
| Published: |
2015
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| Subjects: | |
| Online Access: | https://ir.uitm.edu.my/id/eprint/74734/1/74734.pdf https://ir.uitm.edu.my/id/eprint/74734/ |
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| Summary: | This study intends to see the role of Organizational Rewards towards affective commitment. Four objectives have been set in order to achieve the purpose of this studies. The first objective is to determine the level of Organizational, rewards. The ' second objective is to determine the level of affective commitment. The third objective is to identify the relationship between organizational rewards and affective commitment, and fourth is to determine which among three types of organizational rewards such as pay satisfaction, autonomy, and satisfaction with supervision are most contribute to the affective commitment. Hence, in order to achieve this objective, a quantitative method was employed and data were collected by distributing 73 questionnaires to all employees at CryoCord Sdn Bhd. The data were analyzed using Inference Analysis, Descriptive Analysis, Pearson Correlation Analysis and Regression Analysis. The result showed that there is weak but definite level of Organizational Rewards and affective commitment exists in the organization. The result has revealed there is significance relationship between satisfaction with supervision and affective commitment. The results also show that satisfaction with supervision is the factor most contributed to the affective commitment. The results also appear that there is almost negligent relationship between autonomy and pay satisfaction towards affective commitment. In conclusions, it showed that satisfactions with supervision are big motivator to influence affective commitment among employees in organization and also motivated them to stay in organization for long term. |
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