Compensation Management and Organisational Commitment in Developing Economies: Indian Perspective

Osibanjo, Adewale Omotayo and Pavithra, S and Adeniji, A. A. (2014) Compensation Management and Organisational Commitment in Developing Economies: Indian Perspective. Journal of Research in Management, Social Sciences and Technology, 8 (8). pp. 1-15. ISSN 2320-2939; 2320-2793

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Abstract

Organization success or growth depends on employees’ performance, therefore compensation management, which is the reward received by employees for the services rendered. This could come in monetary and/or non-monetary in motivating employees for organizational improvement. This study based on data obtained from five hundred (500) workers in Indian manufacturing companies explored the connection between compensation management and organisational commitment. Structural model with standardized parameter estimates show that benefits have direct link with job stability; similarly, training and salary package have strong link with organisational commitment. Further, training, salary package, and promotion opportunities have negative link on job stability. This suggests the need for the Management to strike a balance between these variables in order not to be deceived that once there are promotional and training opportunities, employees will remain on their jobs. In addition, while spouse/partner and Work-Life Balance (WLB) have positive impact on stress, geographical location and co-workers have negative impact on stress. Therefore, Management should endeavor to engage more strategies in WLB practices.

Item Type:	Article
Subjects:	H Social Sciences > H Social Sciences (General)
Divisions:	Faculty of Law, Arts and Social Sciences > School of Social Sciences
Depositing User:	Dr. Anthonia Adeniji
Date Deposited:	25 Mar 2015 15:03
Last Modified:	25 Mar 2015 15:03
URI:	http://eprints.covenantuniversity.edu.ng/id/eprint/4201

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