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 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.