Relationship Between Retention Factors and Affective Organisational Commitment Among Knowledge Workers in Malaysia

Abstract

This research explores the issues that influence affective commitment among knowledge workers in Malaysia. The determinants of affective commitment among knowledge workers that have been examined from the Malaysian knowledge workers' perspective under this study including compensation, career opportunity, training and development, supervisor support, job autonomy, work life policies and skill varieties. A conceptual framework is constructed based on the retention factors and research hypothesis are then developed in order to focus attention on sets of factors that influences affective commitment among knowledge workers in Malaysia. Results of regression analyses revealed that all but supervisor support and skill variety were significant predictors of affective commitment among knowledge workers in Malaysia. Recommendations for future research are presented for industry bodies involved in supporting retention of knowledge workers in Malaysia.

Knowledge Transfer in a Knowledge-Based Economy

“…Employees are bearers of knowledge, skills and abilities and their talent and willingness to provide these to an organization are key to the development and success of that organization (Claussen et al, 2014;Vivas-López, 2014). Similar approaches have also been stated by Stahl et al (2012) and Al Ariss et al (2014).…”

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Personality Attitudes Affecting Employee Learning and Development: Prerequisites of Behaviour Leading to Learning and Development

“…Current main goal of all organisations is to keep and develop quality employees (Ahsan, et al, 2013). It is obvious that the only thing that remains truly crucial in order to upgrade the organisations' and economy level are people and their management.…”

Quality of Work Life: A Significant Dimension of Non-Financial Compensation or Managers’ Tool to Generate Reciprocity

“…Personal fulfillment and high morale are closely linked to outstanding performance and therefore, have a direct impact on organizational success (Jean clued et al, 2003 andAries, Veitch, &Newsham., 2010). Investigations and research results are reporting continuously that work life studies are important for the understanding and crafting of organizational environment as "There has been a growing trend to examine individual level values in order to better understand the attitudes and behaviors of employees in the workplace, very few studies have examined whether and how individual values are related to the interface between work and life" (Aaron Cohen, 2009 andAhsan, et al, 2013). Yu Ru Hsu, (2011) The concept of quality of work life emerged in 1933 by a sociologist Elton Mayo as it started to pay attention to the employee working conditions in the context of organizational and employee performance.…”