The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia

This quantitative research aims to examine the impact of recognition, career development, work-life balance and benefits on employee commitment. This includes the objectives as follows: (1) To identify the employee perception with regards to recognition, career development, work-life balance, ben...

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Bibliographic Details
Main Author: Yasmin Mohamad Nor,
Format: Thesis
Published: 2011
Subjects:
Online Access:http://library.oum.edu.my/repository/676/1/motivational_yasmin.pdf
http://library.oum.edu.my/repository/676/
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Summary:This quantitative research aims to examine the impact of recognition, career development, work-life balance and benefits on employee commitment. This includes the objectives as follows: (1) To identify the employee perception with regards to recognition, career development, work-life balance, benefits and employee commitment (2) To examine the relationship between recognition and employee commitment (3) To examine the relationship between career development and employee commitment (4) To examine the relationship between work-life balance and employee commitment and (5) To examine the relationship between benefits and employee commitment. Maslow Theory, Aon nd Expectancy Theory as well as past literatures were used to support the research hypotheses. Survey data was collected from 108 employees through convenience sampling of a multi-national oil and gas company. SPSS Version 17 was used to analyze the data. The reliability test was conducted using Cronbach Alpha and data was analyzed using descriptive statistics such as frequency distribution and inferential statistics, namely Pearson Correlation, Multiple Regression, ANOVA and Co-efficient. The Pearson Correlation Analysis revealed that: (1) There is a low and significant relationship between recognition and employee commitment (r=0.259) (2) There is a low and significant relationship between career development and employee commitment (r=0.258) (3) There is a moderate and significant relationship between work-life balance and employee commitment (r=0.403) and (4) There is a moderate and significant relationship between benefits and employee commitment (0.571). The Adjusted R Square of 0.430 from Multiple Regression Analysis shows that 43.0% of employee commitment can be explained by recognition, career development, work-life balance and benefits. The Multiple Regression Analysis also shows that work-life balance and benefits are the strongest predictors of employee commitment with Beta Co-efficient of 0.338 and 0.410 respectively. Limitations, implications and suggestions are also discussed. (Abstract by author)