The Impact Of Total Salary Satisfaction On Employee Turnover Intentio

In recent years,competition between companies has become increasingly fierce,shifting from competition for resources and markets to competition for human resources.Therefore,how to effectively reduce and reasonably control staff turnover has become a real issue for modern companies.Although there are various factors that influence employee turnover,such as internal and external organizational factors,the job itself and personal characteristics,rewards is one of the most important factors affecting employee turnover.However,research on pay satisfaction on employee turnover has two main drawbacks.Firstly,traditional research has focused on economic pay,yet more recently scholars have emphasized the value of focusing on noneconomic pay.Secondly,scholars have mostly focused on the relationship between a particular element of non-economic pay(e.g.work-life balance,recognition)and employees’ propensity to leave,while ignoring the overall effect of pay.Therefore,the purpose of this paper is to construct a theoretical model with total pay satisfaction as the independent variable,propensity to leave as the dependent variable,work engagement as the mediating variable and organizational justice as the moderating variable,in order to explore some of the paths of influence of total pay satisfaction on propensity to leave and to contribute to the study of the relationship between total rewards satisfaction and turnover intention.This paper first reviews the basic literature of previous studies,then on the basis of the hypothesis and theoretical model construction of this study,both questionnaire design and data collection were conducted,and then the data of the questionnaire sample were analyzed to test the hypothesis,and the following conclusions were drawn: employees’ total rewards satisfaction has a significant negative effect on the turnover intention,work engagement fully mediates the relationship between total rewards satisfaction and turnover intention,while organizational justice moderates the relationship between total rewards satisfaction and work engagement.In addition,this study also validates the moderating mediator model,where organizational justice moderates the mediating effect of work engagement between total rewards satisfaction and turnover intention.Finally,based on the findings of the study,this paper provides some suggestions for companies to combine theoretical knowledge with management practice,in the hope that it can help companies to improve the level of work engagement of employees,reduce the turnover rate and create a healthy and fair working atmosphere.