Impact of Reward on Job Satisfaction and Employee Intention to Leave: A Study of Private Organization’s Employees of Karachi

Abstract

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.