%0 Thesis
%9 Masters
%A Yasmin Mohamad Nor, 
%A Open University Malaysia,
%B Centre for Graduate Studies
%D 2011
%F library_repository:676
%I Open University Malaysia
%K motivational factors, recognition, career development, work-life balance,  benefits, employee commitment
%T The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia
%U https://library.oum.edu.my/repository/676/
%X This quantitative research aims to examine the impact of recognition, career development,  work-life balance and benefits on employee commitment. This includes the objectives as  follows: (1) To identify the employee perception with regards to recognition, career  development, work-life balance, benefits and employee commitment (2) To examine the  relationship between recognition and employee commitment (3) To examine the  relationship between career development and employee commitment (4) To examine the  relationship between work-life balance and employee commitment and (5) To examine  the relationship between benefits and employee commitment. Maslow Theory, Aon  nd Expectancy Theory as well as past  literatures were used to support the research hypotheses. Survey data was collected from  108 employees through convenience sampling of a multi-national oil and gas company.  SPSS Version 17 was used to analyze the data. The reliability test was conducted using  Cronbach Alpha and data was analyzed using descriptive statistics such as frequency  distribution and inferential statistics, namely Pearson Correlation, Multiple Regression,  ANOVA and Co-efficient. The Pearson Correlation Analysis revealed that: (1) There is a  low and significant relationship between recognition and employee commitment (r=0.259)  (2) There is a low and significant relationship between career development and employee  commitment (r=0.258) (3) There is a moderate and significant relationship between  work-life balance and employee commitment (r=0.403) and (4) There is a moderate and  significant relationship between benefits and employee commitment (0.571). The  Adjusted R Square of 0.430 from Multiple Regression Analysis shows that 43.0% of  employee commitment can be explained by recognition, career development, work-life  balance and benefits. The Multiple Regression Analysis also shows that work-life balance  and benefits are the strongest predictors of employee commitment with Beta Co-efficient  of 0.338 and 0.410 respectively. Limitations, implications and suggestions are also  discussed. (Abstract by author)
%Z A Master's Project submitted in partial fulfilment of the requirement for the degree Master in Human Resource Management.  Please refer to Centre for Graduate Studies (CGS) for latest format of OUM thesis/dissertation.