The influence of total compensation on job satisfaction

El propósito de esta investigación es examinar los efectos de la compensación total (equilibrio entre la vida laboral y personal, apoyo del supervisor, desarrollo profesional y satisfacción salarial).  sobre la satisfacción laboral. Esta investigación se realizó sobre un colectivo de 246 empleados incluyendo empleados, técnicos y mandos intermedios de los sectores industrial y de servicios en España, principalmente de empresas medianas y grandes del sector privado. Este documento concluye que el apoyo del supervisor, el desarrollo profesional y el equilibrio entre el trabajo y la vida personal están relacionados de manera fuerte y positiva con la satisfacción laboral, mientras que la satisfacción salarial se relaciona positivamente con la satisfacción laboral solo para el grupo de empleados de menos de 40 años de edad. Es importante que los directivos entiendan estos factores como parte de la compensación total y promuevan políticas de flexibilidad laboral. Además, las empresas deberían promover planes de desarrollo profesional y alentar a los supervisores a apoyar a sus empleados. Estos elementos clave de la compensación total aumentan la satisfacción de los empleados. Los resultados de este estudio se suman a la escasa literatura que ha investigado el creciente campo de la compensación total y sus efectos sobre la satisfacción laboral y el desempeño de los empleados.

Employee Retention in the Service Industry in Malaysia

This study aims to investigate the effects of work-life balance, work environment, and reward and compensation on employee retention in Malaysia. A total of 400 questionnaires were collected online from employees within the service industry in Malaysia. Partial least square structure equation modeling was used to test the model and hypotheses. The results reveal that work-life balance and work environment had a strong positive effect on employee retention, but reward and compensation had a much stronger positive effect on employee retention. This research provides unique theoretical contributions by investigating these factors in the midst of the COVID-19 outbreak as components of the reciprocal process between employee and employer, and their effects on employee retention. This study also provides vital insights to business organizations to consider designing effective employee retention plans for a successful business.

The development and validation of the Rewards Desirability Inventory

Orientation: Research on reward preferences remains inconclusive. Total reward theories often do not take the role of intrinsic psychological rewards into consideration. Further to this, there are not only limited instruments available to measure reward preferences but also ease of access to psychometrically sound measures is further challenging.Research purpose: The aim of this study was to develop and validate an instrument to measure reward preferences in the working environment.Motivation for the study: Organisations require tools to enhance waning motivational levels in the workplace. The measurement of reward preferences appears essential to determine what employees ultimately want from their work to improve levels of motivation. Major limitations exist regarding current reward preference instruments.Research approach/design and method: Quantitative scale development procedures were employed to construct the 32-item instrument. Data were collected from South African employees (N = 639) and processed using both Factor and Rasch analysis procedures.Main findings: The factor analysis revealed a 3-factor structure (Non-financial rewards, Financial rewards and Benefits and growth opportunities). Items evidenced good factor loadings and dimensions demonstrated high internal consistency. The dimensions and overall scale performed mostly well in accordance with Rasch Model expectations. Based on the overall results, one can confirm that the new instrument has satisfactory psychometric properties.Practical/managerial implications: The instrument can help employers and scholars to measure, understand and explore what employees value and seek from the working environment.Contribution/value-addition: The study expands on limited pre-existing theory and empirical research pertaining to the measurement of rewards preferences. A unique and psychometrically sound reward preference instrument is provided for use by scholars and employers.