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 ExampleWhile 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 suffer along with recognition. It has been recommended that the organization focuses on both extrinsic and intrinsic rewards for employee retention. Background of the StudyTurnover of employees has survive 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 return of quality, innovation, productivity and performance with regards to a companys delivery of service. Consequently, client dissatisfaction can be judge as well (Lin and Chang, 2005). Furthermore, according to Abbasi, Hollman, and Hayes (2008), emp loyee turnover requires a considerable amount of costs attributed to alternative 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 relevant for organizations and their managers for directing their efforts towards reducing the rate of involuntary turnover among their workers. A wide range of studies in various fields, including psychology and economics, have led to profound findings for understanding employee turnover that include demographic factors, the relationship between the employee and employer, satisfaction with ones trick or work-related stressors (Griffeth, Hom, and Gaertner, 2000 Kuvaas, 2008 Pod sakoff, 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 resist based on the population or a given situation, hence implying that employee turnover is influenced by a wide range of predictors. One