Exploring the Impacts of Labor Migration and Job Satisfaction on Organizational Commitment of Foreign Workers in Taiwan’s Construction Industry: Employ Ability as a Moderator ()
1. Introduction
With globalization on the rise, there are more and more companies employing foreign workers. At the same time, to cope with the increase in production costs, employers adopted many new HR strategies, such as taking on lower wage foreign workers with the permission of the government, and improving the efficiency of the workforce by providing more training, introducing automated machinery to substitute for labor and subcontracting their work [1] . As Taiwan entered into a new stage of globalization and became more deeply incorporated into the global capitalist system in the 1980s, foreign workers steadily became a conspicuous presence in the country [2] . These guidelines are provided by the Bureau of Employment and Vocational Training (BEVT) of foreign workers of surveyed in Taiwan between years 2011 and 2012.
At present, it is reported that there are some 441,507 foreign workers in Taiwan, the majority of which come from Southeast Asia. These processes of environmental change may act as one of many labors outmigrations from a region. Human efforts to maintain current environmental states may likewise function as push or pull factors in transnational labor migration through either curtailing or generating job opportunities [3] . According to DeSantis referred many scholars and governmental agencies have attempted to explain that phenomenon known as the laws of migration term to the Push-Pull Theory [4] .
Based on Ahmed and Rafiq conveyed the high satisfactions of employee are positively related to higher organizational commitment [5] . The human resources approach is one of the factors of success that in satisfied of organizations is going to have high motivated employees [6] . The purpose of these activities would be increasing the job quality of employee [7] . A number of empirical studies confirmed the important role of job satisfaction and organizational commitment [8] [9] . This research explored the migration theory of push migration and pull migration on the relationships among relationship satisfaction, salary satisfaction, and organizational commitment. Furthermore, the employability moderates both the relationship between labor migration and satisfaction and the relationship between satisfaction and organizational commitment.
2. Literature Review
There is evidence suggesting that labor migration has become a major strategy for many governments around the globe. According to Tynaliev and McLean [10] several migration theories exist, among which are such theories as migration systems theory, new economics of labor migration theory, and neoclassical economics theory with its treatment of migration. The push-pull component of the PPM model of migration has a long history, dating back to the nineteenth century. These processes of environmental change may act as one of many drivers of labor outmigration from a region. Human efforts to maintain current environmental states may likewise function as push or pull factors in transnational labor migration through either curtailing or generating job opportunities [3] . Early on 1998 by DeSantis referred the scholars and governmental agencies have attempted to explain this phenomenon known as “The Great Migration” according to the Push-Pull Theory [4] .
Therefore, this study wanted to understand, foreign workers in Taiwan of push-pull migration factors working for the impact of the job satisfaction. Moreover, understanding the relationship between the job satisfaction and organizational commitment can help foreign workers provide feedback and make managers more effective. Organizational commitment as proven to be the most important commitment in terms of its influence on work performance and on workers’ desire to remain in the organization [11] . The employability is a predisposition toward being employed [12] . The objective definition of employability focuses on being reemployed and relates to the experience and specific job skills of the person [13] [14] . Fugate et al. [12] model includes three core person-centered dimensions that make up the employability construct: career identity, personal adaptability, and social and human capital. These dimensions can operate separately. Thus, this research focuses on employability moderates the relationship between labor migration motivation and job satisfaction; and the employability moderates the relationship between job satisfaction and organizational commitment. A number of empirical studies confirm the important role of job satisfaction and organizational commitment in the turnover process [15] -[17] . This study attempts to distinguish between high and low employ ability to understand the relationship among labor migration motivation, job satisfaction and organizational commitment. The following hypotheses are proposed:
H1a. Push migration motivation has a positive effect on interpersonal satisfaction.
H1b. Push migration motivation has a positive effect on salary satisfaction.
H2a. Pull migration motivation has a positive effect on interpersonal satisfaction.
H2b. Pull migration motivation has a positive effect on salary satisfaction.
H3a. Interpersonal satisfaction has a positive effect on organizational commitment.
H3b. Salary satisfaction has a positive influence on organizational commitment.
H4. Employability moderates the relationship between labor migration motivation (push and pull migration) and satisfaction (interpersonal and salary satisfaction).
H5. Employability moderates the relationship between satisfaction (interpersonal and salary satisfaction) and organizational commitment.
3. Research Methodology
In summary, our exploration of the extant literature to identify the relationships between Labor migration, Satisfaction and organizational commitment has considered both a direct and indirect relationship between input factors and outcomes. In order to explore these relationships further, we present these in a model in Figure 1.
3.1. Data Collection
To test the hypotheses, International Manpower Agency Company in the Taiwan was surveyed in 2009. For the purpose of corporate anonymity, the organizations are referred to here as Concrete, Building industry, represent- ing the sectors to which they belong. In total, 440 Thai workers were received from the Manpower Agency Company.
3.2. Measures
There are six variables were included regarding the push migration, pull migration, interpersonal satisfaction, salary satisfaction, organizational commitment and employability as experienced by Thai workers. First, the labor migration based on work by [18] [19] , the measure for push and pull migration for Thai workers. Two dimensions of distributive justice emerged in the factor analysis push migration (Cronbacha α = 0.70) and pull migration (Cronbacha α = 0.71). Second, the measurement of Satisfaction by Chen [20] was based on two dimensions of interpersonal satisfaction (Cronbacha α = 0.77) and salary satisfaction (Cronbacha α = 0.84). The list consist total of 4 items using 5-Likert scales from 1 “not at all”, to 5 “very highly”. Third scales measures organizational commitment by McMurray, Scott and Pace [21] contract with four items Cronbacha α of 0.814, asking the respondents to what extent they feel their employer has fulfilled his/her obligations on a five point scale from 1 “not at all” to 5 “very highly”. The last scale measures employability based by Department of Labor [22] , the measure for employability in Thai workers asked their ability confirm equity and integrity. Three items were included. The employability in Thailand foreign works scale had a Cronbach α of 0.75.
The confirmatory factor analysis suggested six underlying factors for our model (χ2 = 410.52, df = 137, GFI = 0.91). The results of these analyses are shown in Table 1. The results indicated that factor loadings of the research constructs ranged from 0.61 to 0.81 and composite reliability ranged from 0.72 to 0.84. Average variance extracted ranged from 0.46 to 0.57. Therefore, the measurement scales for each construct were found to be reliable and valid.
4. Results
Standardized path coefficients in the hypothesized model are shown in Figure 2. As expected, H1a, H2ab, and
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Table 1. Factor alysis and reliability tests.
H3ab were supported. The central routes of push migration contents had a significant and positive impact on interpersonal satisfaction (β = 0.20, p < 0.05). Moreover, pull migration have a significant impact on interpersonal satisfaction (β = 0.32, p < 0.05) and significant impact on salary satisfaction (β = 0.57, p < 0.05). However, peripheral routes for interpersonal satisfaction have a significant impact on organizational commitment (β = 0.64, p < 0.05). And salary satisfaction have a significant impact on organizational commitment (β = 0.26, p < 0.05). The push migration, pull migration, interpersonal satisfaction, salary satisfaction, and organizational commitment are relationship: Using path analysis and the parameters of the significant path coefficient. The employ ability is the mediation effects of migration, satisfaction and organizational commitment.
Researcher continued to explore the employability differences. As indicated in Figure 3, the push migration positively affects interpersonal satisfaction for lower employability group (β = 0.3, p < 0.05). The pull migration has positive effect of interpersonal satisfaction (β = 0.35, p < 0.01) and salary satisfaction (β = 0.52, p < 0.01). There is significant relationship between interpersonal satisfaction and organizational commitment (β = 0.52, p < 0.01). Moreover, there is a significant relationship between salary satisfaction and organizational commitment (β = 0.22, p < 0.05) for the model were all significant for the lower employability group.
On the other hand, for the higher employability group, the path coefficients for the pull migration positively affects interpersonal satisfaction (β = 0.25, p < 0.05) and salary satisfaction (β = 0.64, p < 0.01). The interpersonal satisfaction has a positive influence on organizational commitment (β = 0.64, p < 0.01). The satisfaction also has a positive influence on organizational commitment (β = 0.33, p < 0.01) links in the model were all
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Figure 3. Path coefficients for lower and higher employability groups.
significant. However, the effect of push migration on interpersonal satisfaction was not significant for the higher employability groups.
5. Conclusion
The result that the relationships of the labor migration motivation on job satisfaction, and organizational commitment are positive and significant is consistent with previous findings. The result shows that the relationship between pull migration motivation and job satisfaction is in line with the findings of previous studies [23] . This result indicates that those who are more pull migration motivated with their jobs include, interpersonal and salary are more satisfied to their organizations. However, the relationship between push migration motivation and interpersonal satisfaction is in line with the findings. This result indicates that those who are more pull migration motivated with their jobs include, interpersonal and salary are more satisfied to their organizations. The result that the relationship between job satisfaction and organizational commitment is positive and significant is in line with the findings of previous studies [16] [17] . This result indicates that those who are more interpersonal and salary satisfied with their jobs are more committed to their organizations.
On the other hand, the present study contributes to the extant literature in general, human resource management and sociology literature in particular by employability as a moderator of the effects of migration motivation on job satisfaction via data gathered from the Manpower Agency Company. Results demonstrate that the effect of push migration motivation on interpersonal satisfaction is strong among Thai workers with lower employability. Thai workers low in employability can cope with problems emanating from difficulties between local environment and unemployment. They are likely to have high interpersonal satisfaction in Taiwan. Therefore, the results reported in this study provide additional insights regarding employability as a moderator of the effects of push migration motivation on interpersonal satisfaction.