Pay Sructures and Continuance Commitment in the Manufacturing Companies in Nigeria

Umoh, G.I.; Iosr, journals; Amah, Edwinah; Wokocha, H. I.

doi:10.9790/487x-16226268

Cited by 11 publications

(13 citation statements)

References 39 publications

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“…Employee benefits refer to any form of compensation that an employer uses to supplement monthly remuneration (Umoh, 2014). The goals of the benefit program are to ensure that the physical and mental needs of employees are met, so that they can perform assigned tasks optimally.…”

mentioning

confidence: 99%

Empirical Appraisal of Compensation and Organizational Commitment in Education Management

Ogunnaike¹,

Oyewunmi²,

Famuwagun³

2016

MJSS

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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.

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mentioning

confidence: 99%

Empirical Appraisal of Compensation and Organizational Commitment in Education Management

Ogunnaike¹,

Oyewunmi²,

Famuwagun³

2016

MJSS

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“…Besides that, because of the fear of losing investment, individuals increase continuance commitment because of a perceived lack of alternatives (Umoh et al, 2014). Thus, continuance commitment involves a measurement between the cost of leaving and the benefits of staying (Umoh et al, 2014). It supports the arguments from Meyer and Ellen (1984) which is continuance commitment involves personal investment appraisal that links with a person's current employment and the availability of employment alternatives.…”

Section: Continuance Commitmentmentioning

confidence: 65%

“…Continuance commitment is one of the components in organizational commitment (Meyer & Ellen, 1997). In general, continuance commitment is defined as an employee's willingness to remain in an organization because of personal investment which is untransferable investment such as good working relationship with colleagues, retirement or career investment, unique acquired job skills, years of employment, and other benefit that make it too costly for employee to leave and seek employment in the other organization (Umoh, Amah & Wokocha, 2014). Continuance commitment is an employee's awareness about the cost associated when leaving the organization (Meyer & Ellen, 1997).…”

Section: Continuance Commitmentmentioning

confidence: 99%

“…The risk and cost involved are calculative in nature (Meyer & Ellen, 1997). Besides that, because of the fear of losing investment, individuals increase continuance commitment because of a perceived lack of alternatives (Umoh et al, 2014). Thus, continuance commitment involves a measurement between the cost of leaving and the benefits of staying (Umoh et al, 2014).…”

Section: Continuance Commitmentmentioning

confidence: 99%

“…It supports the arguments from Meyer and Ellen (1984) which is continuance commitment involves personal investment appraisal that links with a person's current employment and the availability of employment alternatives. When employees have a high level of continuance commitment, they will maintain their current employment because it provides them with a desirable personal need that they are reluctant to sacrifice or because they perceived a lack of employment alternatives elsewhere (Umoh et al, 2014). Figure 2.1 shows the conceptual framework proposed for this study.…”

Section: Continuance Commitmentmentioning

confidence: 99%

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The Determinants of Retail Pharmacists Retention With a Mediating Effect of Continuance Commitment

Azmi

Sharkawi²,

Adha³

2019

IJHRS

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The turnover of employees is the most challenging issue facing by the organization. Retail pharmacy industry in Malaysia is also facing the same issue, especially for pharmacist position. According to the interview conducted with one of the biggest retail pharmacies in Malaysia, in 2018, 20% of their pharmacists resigned and reluctant to stay even they were offered with a higher salary or better benefits. A skilled and experienced pharmacist is very important in a pharmacy and any other health care center because they are dealing with a patient's health and safety. Newly graduate pharmacist might cause medication errors and increase the risk of patient’s safety. 155 pharmacists will be selected for this study. The sample for this study is the retail pharmacist who works in Negeri Sembilan and Pahang state. This research will focus to identify which factors (transformational leadership, job satisfaction, and procedural justice) have the most significant influences on a retail pharmacist's retention. In addition, this study will also investigate a mediating effect of continuance commitment towards the independent and dependent variables. The descriptive research design will be used as the structure of this research. This study will use the established instruments from the relevant research journal instead of developing own questions. The collected data and information from the respondents will be analyzed by using SPSS software.

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Assessing the Integration of Organizational Resilience and Sustainability: Insights from a Systematic Literature Review

Abdullahi,

Mohamed,

Senasi

et al. 2023

E3S Web Conf.

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The Sustainable Development Goals (SDGs) rely heavily on the participation of the public sector as a major player in its successful implementation. A sound public administrative system is a standalone goal for sustainable SDG-16 that seeks to develop effective, responsible, and inclusive institutions at all levels for the development of mankind. However, the prevalent perception of public sector organizations is that they are overly large, inefficient, wasteful, untruthful, and lack transparency. Therefore, we conducted a Systematic Literature Review (SLR) on the pillar(s) of organizational sustainability and antecedents of organizational resilience that are frequently studied, highlighting current problems. This study analyzed 53 articles (published between 2008 and 2022) on organizational resilience in relation to sustainability. We review studies published in international journals. The findings show that organizational resilience and sustainability research has advanced significantly during this time and is still a promising field for scholarly investigation. The SLR reveals that most studies were conducted in developed nations, followed by some Asian countries, and there are adequate studies in the private sector, while the public sector has received limited attention from the research community and practitioners. This research gap is presented and discussed.

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Pay Sructures and Continuance Commitment in the Manufacturing Companies in Nigeria

Cited by 11 publications

References 39 publications

Empirical Appraisal of Compensation and Organizational Commitment in Education Management

Empirical Appraisal of Compensation and Organizational Commitment in Education Management

The Determinants of Retail Pharmacists Retention With a Mediating Effect of Continuance Commitment

Assessing the Integration of Organizational Resilience and Sustainability: Insights from a Systematic Literature Review

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