Sie sind auf Seite 1von 3

Thematic Review

 This is all about the relationship between employees’ income level and employees’ job
satisfaction. Job satisfaction has a vital role because it is closely connected to the physical and
mental prosperity of an employee and also relevance to their attitudes including their
productivity.
Reference: (Prof. Dr. I. Bakan, Asst. Prof. Dr. T. Buyukbese (2013). The Relationship between
Employee’s Income Level and Employee Job Satisfaction: An Emperical Study, 18-19)

 This study focuses on the relationship between compensation and commitment. Employees’
commitment and employees’ compensation shows a big part because these are the created
bonds to build a healthy employment relationship with the organization that affects for the
betterment of the organization’s effectiveness.
Reference: (Dr. R. Alamelu, Dr. S. T. Surulivel, Dr. L. Cresenta Shakila Motha, Dr. R. Amudha, Dr.
S. Selvabaskar (2015). Correlates of Employee Compensation and Commitment, 335-336)

 The purpose of this study was to gain knowledge and better understanding of the relationship
between job satisfaction and organizational commitment of employees, and their impact on
turnover intention. Organizations use human resources as it is the most valuable factors for
their effectiveness and efficiency. Numerous studies say that job satisfaction and organizational
commitment does not affect and negatively related to turnover intentions.
Reference: (A. M. Mosadeghrad, E. Ferlie, D. Rosenberg (2008). A Study of the Relationship
between Job Satisfaction, Organizational Commitment and Turnover Intention among Hospital
Employees, 21:211-213)

 This study says that compensation is the motivational factor for the employees’ commitment
and stability with the organization. A study shows 450 employees of six Pharmaceutical
Companies say that compensation has positive relationship between job satisfaction,
commitment and employee retention. Employees get enough wages so their commitment level
also increases.
Reference: (C. Wadhawan, M. Mishra, K. Garg (2017). A Study of Relationship between
Compensation and Organizational Commitment in Pharmaceutical Sector, 7)
 The purpose of this study is to know better the relationship between job satisfaction and
organizational commitment. Zhang & Kong (2009) stated that the job satisfaction of an
individual may affect their turnover intentions, also the organizational commitment affect the
turnover intention. Ho et. Al. (2009) found that nurses’ job satisfaction has a positive influence
on their commitment. But, Malaysian Nurses left their job because of lack of job satisfaction.
Reference: (R. Munir, N. Hashim, S. Ali, B. Rahman, R. Rahman (2014). Relationship between Job
Satisfaction and Organizational Commitment at Health Tourism Hospital in Malaysia, 738)

 One of the purposes of being an employee is to earn an income in the form of compensation or
wages. It is the thing that can fulfill basic necessities such as foods, clothing and house. Wages
very important in Somalia, it is linked to the productivity that can be effective. In this study,
empirically, it investigates the impact of wage on employee productivity.
Reference: (Sahan Center for Research Human Development and Media (2018). The Impact of
Wage on Employee Productivity: A Case Study in Mogadishu)

 This study says that most of us are always motivated by money. A worker is expected to have
better performance if his salary is equal to his performance. Also, a well-paid employee can
have a good relationship with the organization. Using a performance-based pay strategy can
help improve the workers’ ability to perform well because they would have extra motivation to
do their jobs.
Reference: (Laura Woods (2019). How can Salary Influence a Worker’s Performance in an
Administration?)

 One of the purposes of workers is to fulfill their needs. Compensation or wages is one of the
factors that can help them to fill their necessities. Every organization on setting the measure of
wage paid to an employee must be practical and viable, so that the lowest wage given to meet
the needs of their life (Kanzunnudin, 2007). Employee productivity measures how it adds their
wages and it has positive correlation.
Reference: (H. Gunawan, R. Amalia (2015). Wages and Employees Performance: The Quality of
Work Life as Moderator, 349)
 In discussions of wage rates, whether for individuals, firms, or for the entire economy, it is all
about the increasing productivity of a worker, and wages must rise in reflection of the
productivity. It says that “If your productivity increases, your wages will keep pace.”
Reference: (W. M. Curtiss (1963). Wages and Productivity)

 Study says that low wages can have devastating effects on employees in terms of anger and
disappointment, stress, low morale and unemployment. Some organization struggles to pay top
wages. It can conclude to low performance of an employee because of their physical and mental
dissatisfaction on wages.
Reference: (Ruth Mayhew (2017). How Can Low Wages Affect Employees in an Organization?)