scholarly journals Comparative analysis of teachers’ perception of equity, pay satisfaction, affective commitment and intention to turnover in Botswana

2010 ◽  
Vol 3 (1) ◽  
Author(s):  
Baakile Motshegwa
Keyword(s):  
Comparative Analysis ◽  
Affective Commitment ◽  
Pay Satisfaction ◽  
Perception Of Equity

Ignorance Is Bliss, or Is It? The Effects of Pay Transparency, Informational Justice and Distributive Justice on Pay Satisfaction and Affective Commitment

2018 ◽  
Vol 50 (2) ◽  
pp. 65-81 ◽  
Author(s):  
Eric M. Scheller ◽  
Wayne Harrison
Keyword(s):  
United States ◽  
Open Access ◽  
Distributive Justice ◽  
Affective Commitment ◽  
The United States ◽  
Pay Satisfaction ◽  
Full Time ◽  
Informational Justice ◽  
Main Effect ◽  
Main Effects

Pay transparency—open access to comparative wages—may help reduce wage discrepancies and otherwise benefit organizations. A 2 × 2 × 2 between-subjects factorial design was used to test the effects of pay transparency, informational justice and distributive justice on pay satisfaction and affective commitment. Case scenarios were developed to manipulate these variables and test main effect and interaction hypotheses. Full-time employees in the United States ( N = 293) were recruited from Amazon’s MTurk. Results showed main effects of pay transparency and distributive justice on both pay satisfaction and affective commitment; an informational justice effect was revealed on affective commitment. Pay transparency had a larger effect on pay satisfaction when distributive justice was low than when it was high. Exploratory analyses revealed an interaction between pay transparency, gender and race on pay satisfaction. This study confirmed positive consequences of pay transparency policies, which are proposed to be a component of informational justice.

scholarly journals The Impact of Managerial Support on the Association Between Pay Satisfaction, Continuance and Affective Commitment, and Employee Task Performance

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824402091459
Author(s):  
Komal Khalid
Keyword(s):  
Saudi Arabia ◽  
Task Performance ◽  
Affective Commitment ◽  
Mediating Effect ◽  
Pay Satisfaction ◽  
Continuance Commitment ◽  
Managerial Support ◽  
The Impact ◽  
The Relationship ◽  
And Task

This research study explores the moderating effect of managerial support and mediating effect of continuance and affective commitment on the association of employees’ pay satisfaction and their task performance. Data were collected from the university’s faculty members of Kingdom of Saudi Arabia ( N = 610) at two phases in time through random sampling technique. For data analysis, descriptive statistics, Pearson’s correlation analysis, and Preacher and Hayes’s PROCESS macro were utilized. The result showed that commitment positively mediates the relationship between pay satisfaction and manager-rated task performance, whereas pay satisfaction has an indirect positive relationship with task performance through continuance and affective commitment and was stronger in faculty having high managerial support. The continuance commitment mediation for the relationship of pay satisfaction and task performance is stronger compared with the mediation of affective commitment for the same relationship. This study provides a significant contribution to the literature of pay satisfaction by proposing and analyzing the associations between pay satisfaction and task performance as mediated by forms of organizational commitment and first- and second-order moderation of managerial support. The current study adds to the limited research on the effect of managerial support and commitment on the association of pay satisfaction and their task performance in higher education sector of Saudi Arabia.

scholarly journals PENGARUH KARAKTERISTIK DEMOGRAFIS (USIA, GENDER,PENDIDIKAN), MASA KERJA DAN KEPUASAN GAJI TERHADAP KOMITMEN AFEKTIF) (Studi Pada Tenaga Paramedik Non-PNS RSUD Kota Semarang)

2016 ◽  
Vol 13 (2) ◽  
pp. 171
Author(s):  
Simson Hutagalung ◽  
Mirwan Surya Perdhana
Keyword(s):  
Data Collection ◽  
General Hospital ◽  
Affective Commitment ◽  
Demographic Characteristic ◽  
Western Culture ◽  
Employee Commitment ◽  
Pay Satisfaction ◽  
Gender Education ◽  
The City ◽  
Positive Significant Correlation

The purpose of this research is to extend previous research on employee commitment to theirorganization within with the measurability and the fitness of the tested and reliable employeecommitment scale items in a non-western culture within focus to investigate the effect ofdemographic characteristic (age, gender, education), tenure and pay satisfaction on affectivecommitment based background of the phenomena that occur in the commitment of contractparamedical employees at the General Hospital of Semarang.This research was conducted at the General Hospital of the city with A quantitativeapproachment.The data collection using five-point Likert scaled questionnaire administered to 75contract paramedical employees at the General Hospital of Semarang.The results indicates that there are no significant effect between both demographic characteristic(age, gender, education) and tenure on affective commitment.Conversely, the result indicate thereis a positive significant correlation between pay satisfaction towards affective commitment at theGeneral Hospital of Semarang.Keywords: Demographic characteristic (age, gender, education, tenure and affective commitment)

scholarly journals Differential Impact of Pay Satisfaction Dimensions on Job Performance and Turnover Intentions in Pay for Performance Systems: The Mediating Role of Affective Commitment

2018 ◽  
Vol 8 (10) ◽  
pp. 377-391
Author(s):  
Shahina Javad ◽  
Premarajan R.K
Keyword(s):  
Job Performance ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Pay For Performance ◽  
Work Outcomes ◽  
Pay Satisfaction ◽  
Mediating Role ◽  
Individual Work ◽  
Variable Pay

The purpose of the present study was threefold. First, to test the validity of the dimensions of pay satisfaction in pay for performance systems. Second, to study the relative effects of different pay satisfaction dimensions on individual work outcomes. Third, to examine potential mediating role of affective commitment in the pay satisfaction-individual work outcome relationship. A two- sample cross-sectional survey conducted among sales executives and sales managers of two different organizations offer support for the distinctiveness of four pay satisfaction dimensions viz., fixed pay level, variable pay level, pay structure and administration, and variable pay procedure satisfaction. The findings of path analyses indicated that the dimensions differentially predicted the outcome variables. The results reported that affective commitment was not a significant mediator between pay satisfaction dimensions and work outcomes, except between variable pay level satisfaction and job performance in the first sample. However, affective commitment was significantly related to turnover intentions. Implications for theory and practice are discussed.

scholarly journals Antecedents of Employees’ Affective Commitment in the Context of Public-Private Partnership

2018 ◽  
Vol 2 (2) ◽  
pp. 64-83
Author(s):  
M Rizwan Ali Mazari
Keyword(s):  
Decision Making ◽  
Affective Commitment ◽  
Banking Sector ◽  
Job Insecurity ◽  
Public Private Partnership ◽  
Pay Satisfaction ◽  
Private Partnership ◽  
Participation In Decision Making ◽  
Managerial Level ◽  
The Impact

A committed and competent workforce is considered a source of competitive advantage for all organizations. Organizations emphasize on improvement in Human Resource (HR) based activities to promote employees’ affective commitment. Therefore, the current study endeavors to investigate the impact of job insecurity, pay satisfaction and participation in decision making on affective commitment of the employees of banks providing services in District Rahim Yar Khan, within the context of Public-Private Partnership (PPP). The sampled population for the study comprised the managerial employees of banking sector. The study utilized the quantitative method and structured questionnaires based on 5 point Likert scale were used for data analysis. The population of the study comprised 234 managerial level employees. The current study employed Smart PLS software for the analysis of data. The findings indicate that pay satisfaction and participation in decision making have a significant relationship with affective commitment. However, job insecurity negatively influences affective commitment of employees.

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