Empirical Investigation on Salary and Supervisor Support on Organizational Commitment in Construction Industry in Sri Lanka

Abstract

Commitment to the organization is an important behavioural dimension which can be utilized to evaluate employees' strength of attachment. This study is an attempt to identify the relationship between employees’ salary and supervisor support with three forms of organizational commitment named as affective commitment, normative commitment and continuance commitment. Dependant variable of the study was organizational commitment and it was measured by using three dimensions namely normative commitment, affective commitment and continuance commitment and salary and supervisor support were considered as the independent variables. For the purpose of the study structured questionnaire were distributed among 75 executive employees at three largest construction companies in Sri Lanka and received 62 responses. Meyer & Allen’s (1997) Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment. Six items regarding salary factors pertaining to level, benefits, raises, and structure/administration were selected from the Pay Satisfaction Questionnaire (Heneman & Schwab, 1985) and the questionnaire developed by Ramus & Steger (2000) was used to measure supervisor support. Correlations and regression analysis were applied to analyzed data. The statistical results of the study showed that a strong, significant relationship between both salary and supervisor support and three forms of organizational commitment. As compared with affective commitment, salary and supervisor support have great impact on continuance commitment and normative commitment.