Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University

Appointment of expatriates for academic positions at public universities in Malaysia is a result of the transformation of higher education in Malaysia. It therefore involves investment from the government to facilitate the appointments. With issues pertaining to expatriates adjustment and performanc...

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Main Author:	Fairuzah Zaharos, Mansor
Format:	Thesis
Language:	eng eng
Published:	2012
Subjects:	HD58.9 Organizational Effectiveness.
Online Access:	https://etd.uum.edu.my/3108/1/FAIRUZAH_ZAHAROS_MANSOR.pdf https://etd.uum.edu.my/3108/4/FAIRUZAH_ZAHAROS_MANSOR.pdf
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id	my-uum-etd.3108
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Yahya, Khulida Kirana
topic	HD58.9 Organizational Effectiveness.
spellingShingle	HD58.9 Organizational Effectiveness. Fairuzah Zaharos, Mansor Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University
description	Appointment of expatriates for academic positions at public universities in Malaysia is a result of the transformation of higher education in Malaysia. It therefore involves investment from the government to facilitate the appointments. With issues pertaining to expatriates adjustment and performance, it is vital that public universities are able to ascertain the level of organizational commitment of its expatriates.This study looks at providing insight to the levels and relationships of perceived organizational support, compensation satisfaction and organizational support of expatriates at one of Malaysia’s largest public university. Data was gathered using questionnaires sent out to expatriates on contractual appointment (contract of service) at the University (n = 93).Frequency analysis determined the levels of perceived organizational support, compensation satisfaction and organizational commitment and also the most significant dimension of organizational commitment. Subsequently correlation and regression analysis were carried to determine the relationship and significance of the variables.The findings revealed that the level of perceived organizational support is high whereas levels of organizational commitment and compensation satisfaction are low. It was also revealed that normative and continuance commitment are the most significant dimensions of organizational commitment.The correlation analysis proved perceived organizational support to be highly significant to affective and normative commitment whereas its relationship with continuance commitment is not significant. Likewise, compensation satisfaction and both affective and normative commitment are also significant while its relationship with continuance commitment is less significant. Finally the regression analysis revealed perceived organizational support as being more significant at influencing organizational commitment. Future research should look at introducing other variables such as access to resources, employee services or personal characteristics to the model to increase model strength.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Fairuzah Zaharos, Mansor
author_facet	Fairuzah Zaharos, Mansor
author_sort	Fairuzah Zaharos, Mansor
title	Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University
title_short	Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University
title_full	Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University
title_fullStr	Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University
title_full_unstemmed	Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University
title_sort	perceived organizational support, compensation satisfaction and organizational commitment of expatriates: study at a malaysian public university
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2012
url	https://etd.uum.edu.my/3108/1/FAIRUZAH_ZAHAROS_MANSOR.pdf https://etd.uum.edu.my/3108/4/FAIRUZAH_ZAHAROS_MANSOR.pdf
_version_	1747827500433539072
spelling	my-uum-etd.31082016-04-19T03:35:19Z Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University 2012 Fairuzah Zaharos, Mansor Yahya, Khulida Kirana Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.9 Organizational Effectiveness. Appointment of expatriates for academic positions at public universities in Malaysia is a result of the transformation of higher education in Malaysia. It therefore involves investment from the government to facilitate the appointments. With issues pertaining to expatriates adjustment and performance, it is vital that public universities are able to ascertain the level of organizational commitment of its expatriates.This study looks at providing insight to the levels and relationships of perceived organizational support, compensation satisfaction and organizational support of expatriates at one of Malaysia’s largest public university. Data was gathered using questionnaires sent out to expatriates on contractual appointment (contract of service) at the University (n = 93).Frequency analysis determined the levels of perceived organizational support, compensation satisfaction and organizational commitment and also the most significant dimension of organizational commitment. Subsequently correlation and regression analysis were carried to determine the relationship and significance of the variables.The findings revealed that the level of perceived organizational support is high whereas levels of organizational commitment and compensation satisfaction are low. It was also revealed that normative and continuance commitment are the most significant dimensions of organizational commitment.The correlation analysis proved perceived organizational support to be highly significant to affective and normative commitment whereas its relationship with continuance commitment is not significant. Likewise, compensation satisfaction and both affective and normative commitment are also significant while its relationship with continuance commitment is less significant. Finally the regression analysis revealed perceived organizational support as being more significant at influencing organizational commitment. Future research should look at introducing other variables such as access to resources, employee services or personal characteristics to the model to increase model strength. 2012 Thesis https://etd.uum.edu.my/3108/ https://etd.uum.edu.my/3108/1/FAIRUZAH_ZAHAROS_MANSOR.pdf text eng validuser https://etd.uum.edu.my/3108/4/FAIRUZAH_ZAHAROS_MANSOR.pdf text eng public masters masters Universiti Utara Malaysia Addae,H.M.,Parboteeah,K.P.& Velinor,N.(2008), Role stressors and organizational commitment in St Lucia, International Journal of Manpower, Vol.29, No.6, pp.567–582 Aube',C., Rousseau,V. & Morin,E.M. 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Perceived Organizational Support, Compensation Satisfaction and Organizational Commitment of Expatriates: Study at a Malaysian Public University

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