<> "The repository administrator has not yet configured an RDF license."^^ . <> . . . "The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia"^^ . "This quantitative research aims to examine the impact of recognition, career development,\r\nwork-life balance and benefits on employee commitment. This includes the objectives as\r\nfollows: (1) To identify the employee perception with regards to recognition, career\r\ndevelopment, work-life balance, benefits and employee commitment (2) To examine the\r\nrelationship between recognition and employee commitment (3) To examine the\r\nrelationship between career development and employee commitment (4) To examine the\r\nrelationship between work-life balance and employee commitment and (5) To examine\r\nthe relationship between benefits and employee commitment. Maslow Theory, Aon\r\nnd Expectancy Theory as well as past\r\nliteratures were used to support the research hypotheses. Survey data was collected from\r\n108 employees through convenience sampling of a multi-national oil and gas company.\r\nSPSS Version 17 was used to analyze the data. The reliability test was conducted using\r\nCronbach Alpha and data was analyzed using descriptive statistics such as frequency\r\ndistribution and inferential statistics, namely Pearson Correlation, Multiple Regression,\r\nANOVA and Co-efficient. The Pearson Correlation Analysis revealed that: (1) There is a\r\nlow and significant relationship between recognition and employee commitment (r=0.259)\r\n(2) There is a low and significant relationship between career development and employee\r\ncommitment (r=0.258) (3) There is a moderate and significant relationship between\r\nwork-life balance and employee commitment (r=0.403) and (4) There is a moderate and\r\nsignificant relationship between benefits and employee commitment (0.571). The\r\nAdjusted R Square of 0.430 from Multiple Regression Analysis shows that 43.0% of\r\nemployee commitment can be explained by recognition, career development, work-life\r\nbalance and benefits. The Multiple Regression Analysis also shows that work-life balance\r\nand benefits are the strongest predictors of employee commitment with Beta Co-efficient\r\nof 0.338 and 0.410 respectively. Limitations, implications and suggestions are also\r\ndiscussed. (Abstract by author)"^^ . "2011" . . . "Open University Malaysia"^^ . . . "Centre for Graduate Studies, Open University Malaysia"^^ . . . . . . . . . ""^^ . "Yasmin Mohamad Nor"^^ . " Yasmin Mohamad Nor"^^ . . "Open University Malaysia"^^ . . . . . . . "The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia (Text)"^^ . . . . . "motivational_yasmin.pdf"^^ . . . "The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia (Other)"^^ . . . . . . "lightbox.jpg"^^ . . . "The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia (Other)"^^ . . . . . . "preview.jpg"^^ . . . "The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia (Other)"^^ . . . . . . "medium.jpg"^^ . . . "The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia (Other)"^^ . . . . . . "small.jpg"^^ . . . "The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia (Other)"^^ . . . . . . "indexcodes.txt"^^ . . "HTML Summary of #676 \n\nThe impact of motivational factors on employee commitment in the oil and gas industry in Malaysia\n\n" . "text/html" . . . "HF5549.5 Personnel management"@en . .