The Influence of Rewards and Intrinsic Motivation on the Turnover Dissertation

The Influence of Rewards and Intrinsic Motivation on the Turnover Intent at Bourne Leisure Ltd - Dissertation Example While most of the intrinsic motivational factors (work content, working conditions, and managerial support) along with employee benefits brought about positive responses, mixed findings were acquired in relation to the amount of pay along with recognition. It has been recommended that the organization focuses on both extrinsic and intrinsic rewards for employee retention. Background of the Study Turnover of employees has become a persistent occurrence that has led to adverse consequences for organizations worldwide (Collins and Smith, 2006). The loss of competent and qualified workers has been associated with the decrease of quality, innovation, productivity and performance with regards to a company’s delivery of service. Consequently, client dissatisfaction can be expected as well (Lin and Chang, 2005). Furthermore, according to Abbasi, Hollman, and Hayes (2008), employee turnover requires a considerable amount of costs attributed to selection and recruitment along with the training of new employees. Therefore, employee turnover has been considered as one of the most critical managerial problems in the current workplace (Pfeffer and Sutton, 2006). Given such unfavorable outcomes, it has become common for studies to focus on identifying the factors that contribute to employee turnover (Holtom, Mitchell, Lee, and Eberly, 2008). These findings from research are highly r elevant for organizations and their managers for directing their efforts towards reducing the rate of voluntary turnover among their workers. A wide range of studies in various fields, including psychology and economics, have led to significant findings for understanding employee turnover that include demographic factors, the relationship between the employee and employer, satisfaction with one’s job or work-related stressors (Griffeth, Hom, and Gaertner, 2000; Kuvaas, 2008; Podsakoff, LePine, and LePine, 2007). However, despite the considerable number of studies that aimed to explore voluntary turnover among employees, the direction of their outcomes widely differ based on the population or a given situation, hence implying that employee turnover is influenced by a wide range of predictors. One