The expectancy theory is a popular

The expectancy theory is a popular theory of compensation. It was formulated by Vroom (1964) and it contains three elements. These are; valency, instrumentality, expectancy. According to Lunenberg (2011) an individual is motivated to the extent that he or she trusts that effort will lead to satisfactory performance outcome (expectancy), performance will be compensated (instrumentality), and the value of the compensation is very positive (valence). The expectancy theory predicts that employees will participate in behaviour that will eventually lead to desired or valued outcomes. In relation to organizational commitment, there is a perceived probability that maintenance of membership with an organization will lead to certain outcomes. Thus, if organizations continually meet the expectations of their employees, it may impact positively of employee retention (Scholl, 1981). Results of empirical studies indicate that organizational commitment is a major factor in the service industry and increased commitment can improve the quality of work, performance, service quality and organizational synergy (Ahmad, 2013; Ogunnaike, 2011). There are also indications of a positive relationship amongst low level of organizational commitment and employee turnover, absenteeism and turnover intention (Sun, Aryee and Law, 2007)