The perceived impact of effective compensation designs and personal values on employee commitment within different brands in an organization

Abstract

An organization ultimately requires its employees to be committed and loyal. In order for organizations to keep up and increase their performance. It is preferable for organizations to have employees who are commitment to the jobs and their organization. The purpose of the study is to determine the relationship between compensation, personal values, and organizational commitment, and to establish the relationship between these variables. The main purpose of this study was to discover firstly which components of a compensation package results in employee commitment and whether compensation satisfaction as well as personal values results in employees being more committed to an organization. The study was based on different brands of an organization. The research was conducted based on the sequential explanatory research design which is a mixed method. Firstly, a quantitative data collection took place, and thereafter a qualitative study commenced. The data analysis was performed using SPSS and ATLAS.ti. The research results indicated that there were large significant correlations between compensation and values as well as with commitment and compensation. Furthermore, correlation between values and commitment was found to be small to medium, although it was found that values do contribute to commitment in a unique sense. The study concluded that most common commitment found within this study was not continuance commitment, but information provided confirmed that there was affective commitment