Effect of Compensation, Training and Development and Manager Support on Employee Commitment: The moderating effect of Co-worker Support

Abstract

The purpose of this study was to investigate the impact of compensation, training and development and manager support on commitment level of hotel employees and the moderating role of co-worker support in the service context. The study used a cross-sectional and quantitative mail survey approach. Hotel employees in Malaysia were surveyed, and Partial Least Squares Method, Structural Equation Modelling (PLS-SEM) algorithm and bootstrap techniques were used to measure the relationships between compensation, training and development, manager support and employee commitment and the moderating role of co-worker support on the relationships between compensation, training and development, manager support and employee commitment. The results confirm that co-worker support moderates the relationships between compensation, training and development, manager support and employee commitment level. The findings provide new theoretical knowledge about the moderating effect of the co-worker support and significantly enhance knowledge about employee commitment and loyalty. The research provides notable insights into the role of social and structural bonding in hotel employees’ commitment and loyalty in the service, as well as provides an important implication for segmentation. These results can be used by hospitality managers to gain competitive advantage over its rivals. The study contributes to research on employees’ commitment and loyalty. Introducing the role of co-worker support as a moderator within the context of a hotel industry is new in the services marketing literature.

Impact of Training and Development and Supervision Support on Organizational Effectiveness

“…The findings of the present study are consistent with Bashir and Long (2015). Similar vein, Ahmad et al . ( 2019) have pointed out that, in today's rapidly changing global economy, no company can refute the value of training as it strengthens organizational effectiveness and the capacity to address potential challenges.…”

“…Similarly, Ahmad, Bibi, and Majid, (2017) and Ahmad, Kura, Bibi, Khalid, & Rahman Jaaffar, (2019) have explained that professional employees are more capable and do their job better than untrained personnel. In a developing country such as Pakistan training and development requires immediate attention and it will increase the effectiveness of telecom sector.…”

Determinants of Organizational Commitment among Academics of HEIs: The Buffering Role of Coworker Support

“…The results are consistent with the findings of previous studies. (Ahmad, Kura, Bibi, Khalid, & Rahman Jaaffar, 2019). This implies that if employees have earned adequate support from supervisors, the employee would exhibit constructive conduct towards their organization in return.…”

The Impact of Research and Development and Professional New Hiring on Organizational Innovation

“…One key way by which organizations fuel their innovation is through new hiring. New hires arrive in the organization with new ideas, knowledge, skills, and perspectives that they have gained through their work and environmental experiences as well as their education (Ahmad, Kura, Bibi, Khalid, & Jaaffar, 2019;Kogut & Zander, 1992). Call, Nyberg, Ployhart, and Weekley (2015) posits that the Content-Emergent Turnover theory advances that the strategic introduction of new hiring with fresh knowledge, perspectives and skillsets are not only to replace the lost human capital but also to properly integrate with the existing knowledge base to advance organizational innovation.…”