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The importance of sustainable human resource practices is increasing yearly. During COVID-19, many benefits and compensation strategies became increasingly important for employees. Working environments are described as one of the main factors that affects people’s lives while they are at work. This empirical study explores the impact of sustainable total reward strategies on sustainable talented employee performance, satisfaction, and motivation in the education field, using a quantitative research method. Data were collected from an annual survey developed by the Organization for Economic Co-operation and Development (OECD). The participants of this survey were residents of 47 different countries and economies, and a total of 153,682 teachers participated. The annual survey’s main goal is to generate reliable, valid, and comparable population estimates based on sample data. Data were analyzed using Pearson’s correlation and SPSS version 24. The findings of this research show a positive correlation between total sustainable rewards and sustainable employee performance (B = 0.079, p < 0.01), satisfaction (B = 0.370, p < 0.01), and motivation (B = 0.427, p < 0.01). These results might have social and economic implications, especially in the educational sector.

Organizational commitment is a vital topic in the management field. This quantitative study aims to gain insights into the main factors that affect a leader’s subjective career success and its relations with the level of commitment. The data in this study include all Saudi leaders who work at the Saudi Irrigation Organization. About 120 managers participated in this study. Primary data were collected through Mayer’s questionnaire, which was sent through the official work email. The questionnaire consists of 5 scale items to measure subjective career success, 8 scale items to measure affective commitment, 6 scale items to measure continuous commitment, and 8 scale items to measure normative commitment. This study used the quantitative survey research design. The findings show significant relationships between affective commitment and normative commitment and subjective career success. It also found no significant relationship between continuous commitment and subjective career success.