TY  - UNPB
N1  - 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.   
ID  - library_repository676
UR  - https://library.oum.edu.my/repository/676/
A1  - Yasmin Mohamad Nor, 
Y1  - 2011///
N2  - 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)
PB  - Open University Malaysia
KW  - motivational factors
KW  -  recognition
KW  -  career development
KW  -  work-life balance
KW  - 
benefits
KW  -  employee commitment
M1  - masters
TI  - The impact of motivational factors on employee commitment in the oil and gas industry in Malaysia
AV  - public
ER  -