Impact of Compensation and Benefits on Job Satisfaction

Compensation and Organizational Commitment: The Mediating Role of Job Satisfaction

“…Conditions like this will make employees look for other jobs with the income they expect. This research is in line with the researches by (Muguongo et al, 2015;Rubel and Kee, 2015;Winda et al, 2017;Salisu et al, 2015;Mabaso & Dlamini, 2017) which concludes that compensation affects job satisfaction. The compensation given by the company should be better and comparable to the work of Medical Representative moreover, a good compensation will be able to improve employee work satisfaction.…”

“…The compensation given by the company should be better and comparable to the work of Medical Representative moreover, a good compensation will be able to improve employee work satisfaction. In addition, (Winda et al, 2017) mentions that good compensation will impact on satisfaction will be able to improve employee performance.…”

“…(Rubel and Kee, 2015;Muguongo et al, 2015) revealed that inadequate compensation is the main cause of employee dissatisfaction that can cause another negative impact on companies such as, not in target and absenteeism therefore companies need to design better compensation. The research by (Eliyana, et al, 2012;Mabaso & Dlamini, 2017;Salisu, et al, 2015;Onsardi et al, 2017) revealed that compensation has a positive and significant impact on job satisfaction, it is because the higher compensation will provide the stimulus to employees to work better than the low compensation ( The interesting thing about this research is to place job satisfaction as a mediating variable or mediate the influence of compensation to organizational commitment, yet many studies use job satisfaction variable as the intervening variable, whereas previous research emphasizes organizational commitment variable as the intervening variable, (Anis et al, 2011). The level of job satisfaction devised for each employee will be different, the more aspects that fit the employee's desire, the higher the level of perceived satisfaction (Ghofur et al, 2017).…”

The Influence of Compensation Management Strategy on Talent Retention: Exploring the Mediating Role of Structural Capital

“…He reveals that compensation strategy and culture of a firm positively affect the relationship of employee retention in firms. According to Mabaso and Dlamini (2017) state, that compensation strategy of firms plays an energetic role in appealing, encouraging and retaining talented employees of the firm. It reassures effective employees to remain in contract the firm for long-term and serve the firm with their talented skills.…”

“…If satisfying job opportunities are offered, it is believed to in augmentation of employee retention. Many other strategies proposed by Mabaso and Dlamini (2017) includes employee rewards, cash incentives, medical and educational allowances, performance bonuses, employee benefit funds, new hiring and referral offers aids in reducing employee retention and makes it difficult for an employee to leave a firm. Based on the above literature review discussion the following conceptual framework and hypotheses are developed.…”