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The considerable growth of private businesses in Karachi certifies the upward sloping trend
of availability of opportunities for working professionals. Hence, retaining employees with
enhanced satisfaction has become a growing concern of the organization. Thus, a study is
undertaken to explore variant aspects of reward that improves employee job satisfaction and
reduces the intention to leave. This is a quantitative research established on Post Positivism
philosophy and based on deductive approach to ascertaining the existence of relationship
between "Reward {"Extrinsic Reward ("Salary", "Incentive", Allowances", "Other Benefits"),
and "Intrinsic Rewards"}", "Job Satisfaction" and employee "Intention to Leave". Also, the
survey questionnaire is employed to collect cross-sectional data from 400 employees of the
Private Organizations. Amid all, "Salary" and "Intrinsic Rewards" are identified as factors
that significantly affect employee "Job Satisfaction" and "Intention To Leave". Also,
"Allowances" have a substantial impact on "Intention To Leave”. A minimum difference is
experienced in aspects of “Reward" affecting "Job Satisfaction" and "Intention Leave" while
employing "Gender", "Age" and "Professional Level" as moderating variables. Moreover, the
research does endorse the presence of a relationship between identified items and their
corresponding constructs, and employees "Job Satisfaction" and "Intention To Leave".
However, the relationship extends from a low to moderate level. The findings of this research
augment the knowledge base of aspects of "Reward" that can improve employees satisfaction
with rate of retention and can also be used to conduct further studies on identifying factors
that further strengthen the identified relationship.
Faryal Shahabuddin Sheikh. (2019) Impact of Reward on Job Satisfaction and Employee Intention to Leave: A Study of Private Organization’s Employees of Karachi, Journal of Independent Studies and Research-Management, Social Sciences and Economics, Volume-17, Issue-2.
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