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.
Highlights
Researchers, managers and supervisors in organisations are very much concerned about employee retention and the employees’ turnover which are two most important topics in organisational research
The Malaysian definition of knowledge workers seems to focus on information technology, though it is known that information technology is only a tool to enable knowledge workers to perform their tasks faster and more efficiently (Davenport, Prusak 2000; Crayson, O’Dell 1998; Kermally 2002). By looking at this definition, Malaysia will have more than enough knowledge workers in the future, as there will be many university graduates with diverse backgrounds who will finish their schooling by the year 2020 (Malaysia 2001: 104–106)
The results suggest that the seven factors are considered in the mode of account for 51 per cent (R Square) of the variation in knowledge workers working in the IT Malaysian IT sectors on affective organizational commitment
Summary
Managers and supervisors in organisations are very much concerned about employee retention and the employees’ turnover which are two most important topics in organisational research. According to Storey (1992), employers seek to treat employees as valued assets who can be a source of competitive advantage through their commitment, trust, adaptability and high quality skills and knowledge. This empowerment increases the competitiveness of the business. Not enough, or no study so far has examined knowledge workers’ organizational commitment in Malaysia. In an organizational life it is crucial to increase retention and decrease turnover and attract and retain key talents and has become more important for improving the competency level (Bussin 2002). Predictors of commitment have been studied, not merely to produce commitment as an end in itself, but as a means of linking commitment to desirable organizational outcomes such as improved attendance and improved performance (Mottaz 1988)
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