Employee satisfaction, employee engagement and turnover intention: The moderating role of position level

BACKGROUND: Employee satisfaction, employee engagement and turnover intention have always been hot issues in the study of sustainable human resource management. Understanding the relationship among the three is critical for both researchers and human resource practitioners. OBJECTIVE: This study aims to distinguish the effects of employee satisfaction on employee engagement and turnover intentions, and explore the mediating roles of employee engagement and the moderating effects of position level. METHODS: Structural equation modelling and questionnaire. RESULTS: Pay satisfaction, satisfaction with supervisor, satisfaction with work itself, and satisfaction with promotion have positive impacts on employee engagement significantly. Pay satisfaction, satisfaction with supervisor, satisfaction with promotion, satisfaction with co-workers have negative impacts on turnover intention. Employee engagement have a negative impact on turnover intention. Employee engagement partially mediates the relationships between satisfaction with supervisor and turnover intention as well as satisfaction with promotion and turnover iIntention. The moderating roles of position level between satisfaction with supervisor, satisfaction with co-workers and turnover intention have been supported by data. CONCLUSIONS: This paper validates the relationship among employee satisfaction, employee engagement and turnover intention, and the moderating role of position level systematically. Some suggestions are provided for practitioners in the area of human resource management.

Pay satisfaction among doctors and nurses in a tertiary hospital in South-South Nigeria

Background: Employee pay is an important area in human resources management which influences individual behaviour including absenteeism in organizations. Pay satisfaction is a primary concern to employees because of its importance in satisfying their economic needs. The research was conducted to determine the occurrence and factors affecting employee pay satisfaction among doctors and nurses working in a tertiary hospital. Methods: A descriptive, cross-sectional study design was used for this research on a sample of 320 doctors and nurses in a tertiary hospital that were selected using stratified sampling technique. An interviewer-administered questionnaire containing pay satisfaction details amongst others was used to collect data from the respondents. The data was analysed using statistical package for social sciences version 22 and statistical significance was set at 0.05. The results were presented in tables.Results: The prevalence of pay satisfaction in this study was 16.9%. Specifically, monthly earning (p=0.003) and job category (p=0.008) were found to be significantly associated with pay satisfaction.Conclusions: This study showed that the prevalence of respondents that were satisfied with their pay was low. There is need to apply practical measures that will improve pay satisfaction among doctors and nurses so as to improve productivity in the health sector.

Winning the “war for talent”

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research uses survey data from Spain to explore the relationship between talent management, pay satisfaction and organizational commitment and finds that pay satisfaction is an important mediator in the relationship between talent management and organizational commitment. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Effect of Career Development on Employees’ Retention in Logistics Industry at Labuan F.T.: The Role of Pay Satisfaction as a Mediator

Most organizations always look for ways in how to improve employee retention and satisfaction in order to maintain their organizational productivity and performance. The purpose of this paper is to investigate the perspective of selected employees on the effect of career development on employee retention in logistics industry at Labuan F.T, with pay satisfaction playing the role as the mediator. The sample size of this quantitative study is 200 employees of Asian Supply Base Sdn. Bhd. (ASB) while the sampling method are purposive sampling and convenience sampling. The collection of data was analysed using Smart-PLS. The results showed that career development has a significant impact on employee retention, whereas the relationship between career development and employee retention can be mediated by pay satisfaction.

The Influence of Pay Satisfaction, Job Satisfaction, Competence, and Turnover Intention on the Service Quality of Honorary Employees in the Airport Operational Unit Office of Class III North Kalimantan

The study aims to determine the effect of pay satisfaction, employee job satisfaction, and competence on turnover intention and its impact on the service quality of honorary employees. The research method is quantitative research by the survey through questionnaires. The research sample was honorary employees in the Airport Operational Unit Office of Class III Kol. RA. Bessing Malinau, Tanjung Harapan, and Nunukan who have worked for more than 1 (one) year as many as 85 employees. The sampling technique in this study is a proportionate stratified random sampling technique. This research was conducted in September 2019 to February 2020. Data were analyzed using SEM PLS analysis. The results showed that pay satisfaction and job satisfaction had a significant and positive effect on service quality. Pay satisfaction, job satisfaction, and competence had a significant and negative effect on turnover intention. The turnover intention had a significant and negative effect on service quality. Pay satisfaction had a significant and indirect positive effect on service quality through turnover intention. Job satisfaction and competence did not have a significant indirect effect on service quality through turnover intention. Evaluation of employee satisfaction and competence in the organization is important to be carried out regularly. The most important thing is that this research will contribute to the body of knowledge, especially in human resource management science.

The role of work orientation and gender on feelings toward pay

Purpose This paper aims to examine the moderating effect of employees’ work orientation and gender on their feelings toward pay, that is, the relationship between perceived fairness of a pay system and pay level satisfaction. The perceived fairness of pay system is investigated with two pay system procedures, namely, job evaluation and performance evaluation, both determining the level of base pay. Design/methodology/approach Survey data were collected from three public sector organizations in Finland (N = 526). Linear regression analysis was used to investigate the relationship between pay satisfaction, pay system fairness, work orientation and gender. Findings The results show that employees’ work orientation significantly and negatively relates to pay satisfaction. The interaction analyses suggest significant gender differences in the relationship between work orientation and pay satisfaction, as work orientation is negatively associated with pay satisfaction for women. They also show that work orientation and job evaluation fairness have a positive, joint effect on pay satisfaction. Practical implications This study has implications for the implementation of fair pay practices in organizations. The role of work orientation in the relationship between job evaluation fairness and pay satisfaction highlights the importance of pay system fairness especially among work-oriented employees. Special attention should be paid on work-oriented women: With equal perception of pay system fairness, work-oriented women feel unsatisfied with their pay. Originality/value This paper is the first study to highlight the role of work orientation and gender in reactions related to pay.