No Author(s) Year

1 Arfat Ahmad 2019

Naseer Akhtar
Usman Talat
Chuanmin Shuai
James
C. Hyatt

PARTHIBAN R, AISWARYA S
SAJEEV, DINESH KUMAR R
Journal
Employee Relations: The International Journal
Objectives
study is to examine the effects of three specific HR practices (i.e. salary, job stability, job enrichment) on
employee commitment,
Area/ Industry Theory
the banking industry of Pakistan equity theory
theory of
attachment
Variables
salary
job stability
job enrichment
employee commitment
job satisfaction
Measures
Salary Salary was
measured by based on a five-point Likert-type scale ranging from completely unsatisfied-1 to
completely satisfied-5
Job enrichment
based on a five-point Likert-type scale ranging from strongly disagree-1, to strongly agree-5.
Job stability
Likert-type scale ranging from strongly disagree-1 to strongly agree-5.
Employee commitment
Employee commitment was measured by three items based on a five-point Likert-type scale ranging
from “strongly disagree-1, to strongly agree-5,
Job satisfaction
based on a five-
point Likert-type scale ranging from “strongly disagree-1” to “strongly agree-5.
Methods
400 self-completion questionnaires were administered by the
researchers
Population Sample Size
400 employees 263 employees(172 male and
111 female)
Analysis M
Reliability statistics
Confirmatory factor analysis
Correlation coefficients
Hypotheses testing
Results
The findings indicate that remuneration strategies were positively related to job satisfaction and employeecommitm

This study found that i tmediates only for non-monetary strategies between job satisfaction and employee commitm
Job
satisfaction will increase employee commitment.
employee commitment will mediate the relationship between salary and Job satisfaction
employee commitment will mediate the relationship between job
stability and Job satisfaction employee commitment will mediate the rela
between job enrichment and employee commitment.
Future Research
this study is limited in that it uses a quantitative approach then qualitative exploration that may be
gauged through in-depth interviews with organizational actors.
we can do same reserch Based on this rationale, multi-group analysis.
Remarks
that job stability does not always correlate with employee commitment.
No Author(s) Year Journal Objectives Methodology
Theory Variables Outcomes Future research Remarks