THE MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT ON THE RELATIONSHIP BETWEEN MONETARY AND NON-MONETARY COMPENSATION ON INTENTION TURNOVER

Abstract

Due to excessive competition in the banking sector, employee performance is a key development factor. The major issue faced by mostly firms is turnover about 35% companies faced this problem due to different issues such as job satisfaction, organizational culture, and monetary, non-monetary rewards and effects organizational commitment and turnover towards organization. According to (Dania farheen; Aisha Moten, 2019). The turnover intention will have developed when workers are less committed to their firms, not focused and feeling dissatisfied in organization termed as turnover intention. It has become more complex for organizations to improve employee’s commitment in today’s workforce. High turnover rate may influence different companies’ performance and productivity. Several factors effect employee’s turnover intentions such as organizational reputation, communication, organizational commitment. This study addresses organizational commitment as a (mediator) role towards turnover intention (dependent variable) while monetary, non-monetary rewards and compensation are (independent variables). Cross-sectional questionnaire was used to collect all measures to gather the data analysis with the help of using SmartPLS, this study is deductive in nature with the aim to test hypothesis. This study used non-probability to recruits the participants & convenient sampling were used as non-probability because it is not possible for the researcher to access all the employees. The sample size of this study is 275 which was calculated by Roasoft.