Rewards and organizational commitment across structural characteristics: A meta-analysis

Abstract

This article uses meta-analysis to summarize previous empirical studies which examine the relationship between actual income/pay satisfaction and organizational commitment (OC) across different structural settings. Twenty-one studies with correlational data on the relationship between OC and income, and 27 studies dealing with OC and pay satisfaction are examined; these studies include 23 and 31 independent samples, respectively. The findings reveal a moderator effect related to type of occupation in the OC-income relationship, and to sector in the OC-pay satisfaction relationship. The findings also show the moderating effect of measurement of OC on pay satisfaction. Theoretical and methodological considerations pertaining to the OC-rewards relationship are discussed. Directions for future research and practical implications are indicated.

Systematic review of the links between human resource management practices and performance

“…175,176,[754][755][756][757][758][759][760][761] An additional meta-analysis that satisfied these criteria was identified by reference-tracking of included meta-analyses. 669 The definition of organisational commitment used by these studies is within the broad definition outlined in Chapter 4:…”

“…• Cohen and Gattiker 756 conducted a metaanalysis of 27 studies (31 samples) examining correlations with pay satisfaction, a dimension of job satisfaction. Once again, this metaanalysis did not specify particular measures as an inclusion criteria.…”

“…756 Extractor bias was high in both because no information was given on how the coding process was performed. Selection bias was high in Cohen 758 because no information was given, and publication bias was also high because the only information provided on how this meta-analysis identified included studies was the performance of 'both manual and computer-assisted searches of social science, psychology and managerial literature'.…”

“…Publication, selection and extractor bias were all high in Cohen and Gattiker. 756 However, moderator analyses were performed by both meta-analyses.…”

The effect of leader–member exchange on turnover among retail buyers

“…Since pay is one of the most vital outcomes of employees' commitment to and willingness to stay with the organization (Cohen and Gattiker, 1994;Gupta and Shaw, 1998;Miceli et al, 1991), the lack of research investigating how LMX influences employees' satisfaction with their pay is particularly surprising. A basic assumption of LMX theory is that both parties receive rewards from the relationship leading to increased trust and cooperation (Griesinger, 1990;Murphy et al, 2003).…”