The impact of compensation on the threeorganizationnal commitment for Knowledge workers

Abstract

The advent of the knowledge society has
fostered a new category of workers with high
intellectual capital, commonly known as
Knowledge workers. These atypical, volatile
workers, perfectly aware of their market value,
adopt a strategy of “Marketisation”, thereby limiting their organizational commitment. Do
the impact of compensation constitute a determinant of knowledge workers’ organizational
commitment? The contribution of this article is
to clarify the possible remuneration strategies.
An exploratory survey conducted with 160
computer programmers in the Tunisian banking
sector reveals the importance of different merit
rewards modes and the impact of career prospects and incentive practices. Theses three
variables forge and positively influence the
three-dimensional (emotional, normative and
calculated) commitment of knowledge workers
to an employer.