Academic journal article International Journal of Business and Society

The Moderating Effects of Salary Satisfaction and Working Pressure on the Organizational Climate, Organizational Commitment to Turnover Intention

Academic journal article International Journal of Business and Society

The Moderating Effects of Salary Satisfaction and Working Pressure on the Organizational Climate, Organizational Commitment to Turnover Intention

Article excerpt

1.INTRODUCTION

Enterprises should maintain a high level of competitiveness, mainly effective use of funds, materials, equipment, technology and other members of the organization and the technology, and "human" is the subject of the disposal of resources. In human resources systems, and organizational climate and environmental incentives factor is an important incentive influence employee behaviour, and the business success, in addition to market competitiveness and profitability, solidarity and attitude of the staff is also an important factor. Employees are willing to work and grow together with the company, depending on its side treat employee attitudes and practices. Objectives of companies operating in reach maximize the interests of shareholders, however, objectives of employees is that maximizing individual interests, therefore, how to combine each other both personal goals with organizational goals so that an employee is seeking to reach a personal goal, can also take into account the organization goal setting, is the business challenges.

Modern employees often have to strike a balance between work and family responsibilities and feeling the pressure. Pressure is not good or bad, although we often see its negative effects, but it also has a positive value in the potential benefits, the pressure also represents an opportunity (Asal and Zahra, 2010). Feel pressure to work with a person's characteristics are closely associated with a person if the issues should stress proper way, it will reduce the work force injuries on the life and physical and mental. Related studies show that welfare and supportive on work climate and employee job satisfaction and motivation presenting a positive link, and reduce pressure on staff. Employee perception of the workplace will likely represent organizational climate (Mark, Michael & Rana, 2005).

Representatives of member organizations of the climate within the organization for a perceptual environment in which the organization feel that this perception affects the motivation and behaviour of staff. So it is a bridge between the organization personnel system behaviour. For services industry, the organizational climate is more important than the employee's job. Thus, staff training at each segment includes product structure and product content, professional language, warmly enthusiastic, patient and careful, quality should continue upward, in order to complete sales performance. Human resources are one of the most important assets of the enterprise, the organization, the staff has become whether to maintain long-term competitiveness is an important asset. Thus, the company's brand, corporate image, high-end style of leadership, in charge of management, the atmosphere of the work environment, people get along, and treat each other, it will affect the fate of the employees will. Turnover is a stage of the process, employees voluntarily leave their current position, which intention can lead to the organization, the work of negative psychological reactions and external work and employees' personal qualities. These psychological reactions evolved into cognition and behaviour, which eventually led them to the level of reaction in the heart at work.

Salary is seen that most people choose to enterprise, one of the most important factors in business, and reasonable salary system more Increase productivity, attract talent to the company, reduce personnel turnover rate. Higher salaries of employees is expected, but if, without reasonable design, not only cannot improve work performance, but will also increase the company's cost burden, so the impact of salary satisfaction to turnover is one of the motivations for this study.Employee who has gone through a series of not satisfied, the action will lead to the next step is to generate turnover thought, and turnover intention is the last step before the actual turnover behaviour. If employees with better choice, they may have to leave or change jobs at will. …

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