Empirical Appraisal of Compensation and Organizational Commitment in Education Management

Abstract

This study investigated the effects of compensation on organizational commitment in selected secondary schools in Nigeria. The survey method was adopted for the study and a total of one hundred and seventy two (172) teachers were sampled across four (4) secondary schools in Lagos State. Linear regression analysis and correlation were used to test the hypotheses. Results showed that compensation has a significant influence on organizational commitment. It is recommended that organizations should ensure the design of compensation packages that are adequate. This will contribute to increased employee commitment and positive performance outcomes.

The Effect of Compensation, Education Levels, and Job Satisfaction on Organizational Commitments to Teachers of SMPN in Padang Panjang

“…The form of the relationship between compensation and organizational commitment is positive, meaning that if the higher compensation received by a teacher in a city in Padang Panjang, the impact will increase the teacher's organizational commitment to Teachers of SMPN in Padang Panjang City. This finding is also in accordance with the research of Ogunnaike, Oyewunmi, and Famuwagun (2016) which shows that compensation has a significant influence on organizational commitment. Furthermore, research conducted by Ariffin and CHe Ha (2015) and Nawab and Bhatti (2011) show the same findings, namely compensation has a positive and significant effect on organizational commitment, meaning that if the compensation provided by the organization meets the needs of employees then the employee always work hard in the organization.…”

Teachers’ Job Satisfaction and Its Influence on Affective Commitment: A Case Study of People's Campus

“…Similarly, Jung, Kang, and Choi (2020) also found that the outcomes of the empirical investigation showed a favorable correlation between committed organizational change and leadership that is empowering. Compensation and affective commitment also have high positive and significant relation which is supported by the findings ofOgunnaike, Oyewunmi, and Famuwagun (2016), which concluded that compensation has a substantial impact on organizational commitment. It also recommended that organizations ensure the construction of adequate compensation packages which will result in greater employee commitment and better performance outcomes Milgo, Namusonge, Kanali, and Makokha (2014).…”

Pengaruh Work-Life Balance Kompensasi Dan Kepuasan Kerja Terhadap Komitmen Organisasional

“…Komitmen organisasional yang mengacu pada semakin tinggi kompensasi yang diberikan maka akan timbulnya rasa komitmen organisasional yang tinggi pada karyawan tersebut (Putra et al 2018). Sejalan dengan pendapat Ogunnaike et al (2016) bahwa disaat karyawan diberi Kompensasi yang cukup, maka kinerjanya akan meningkat sehingga daapt mengurangi keinginan karyawan untuk keluar, dimana hal ini mengindikasikan bahwa kompensasi meningkatkan komitmen organisasional karyawan.…”

“…juga menyatakan kompensasi yang sesuai dengan harapan karyawan akan berpengaruh secara positif dan signifikan terhadap komitmen organisasional. Hal tersebut sejalan dengan penelitianSari & Riana (2018),Arta & Surya (2017),Kee et al (2016),Ashraf (2020),Nasution et al (2021),Ogunnaike et al (2016),Putra et al (2018) danSilaban & Syah (2018) yang menyatakan bahwa pemberian kompensasi yang sesuai akan memberikan efek positif dan signifikan terhadap komitmen organisasional Pengaruh kepuasan kerja terhadap komitmen organisasional diperoleh nilai sig.t sebesar 0,003 kurang dari nilai signifikan yang digunakan (0,003 < 0,05) dan nilai β3 sebesar 0,411 menunjukkan arah positif. Hal tersebut menunjukkan bahwa kepuasan kerja berpengaruh positif dan signifikan terhadap komitmen organisasional yang berarti hipotesis diterima.…”