The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu

The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu

This study aimed to study the compensation satisfaction among engineers working in consulting firms at Kota Kinabalu, Sabah. Questionnaire survey was used for data collection purpose. Besides compensation satisfaction, the intention to leave and the relationship between compensation satisfaction and...

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Main Author: Teh, Eng Teck
Format: Thesis
Language:English
Published: 2008
Subjects:
HF Commerce
Online Access:https://eprints.ums.edu.my/id/eprint/6429/1/mt0000000158.pdf
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id my-ums-ep.6429
record_format uketd_dc
institution Universiti Malaysia Sabah
collection UMS Institutional Repository
language English
topic HF Commerce
spellingShingle HF Commerce
Teh, Eng Teck
The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu
description This study aimed to study the compensation satisfaction among engineers working in consulting firms at Kota Kinabalu, Sabah. Questionnaire survey was used for data collection purpose. Besides compensation satisfaction, the intention to leave and the relationship between compensation satisfaction and intention to leave was also studied. The compensation satisfaction was further divided to four different dimensions which are pay level satisfaction, pay raise satisfaction, benefit satisfaction and pay structure and administration satisfaction. Each of it was tested individually as well for their significances. Finding of this study suggested that the respondents overall are slightly not satisfied in their compensation and relatively neutral in their intention to leave. The significance of relationship between compensation satisfaction and intention to leave was also established to a certain degree. The negatively associated relationship was also established but not to every dimension. The most influential dimension of was found to be pay raise satisfaction. This study suggests that attention shall be placed on compensation satisfaction for employee retention purpose while other factors that could lead to intention to leave should also be studied.
format Thesis
qualification_level Master's degree
author Teh, Eng Teck
author_facet Teh, Eng Teck
author_sort Teh, Eng Teck
title The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu
title_short The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu
title_full The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu
title_fullStr The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu
title_full_unstemmed The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu
title_sort compensation satisfaction and its' influence towards intention to leave: engineers in kota kinabalu
granting_institution Universiti Malaysia Sabah
granting_department School of Business and Economics
publishDate 2008
url https://eprints.ums.edu.my/id/eprint/6429/1/mt0000000158.pdf
_version_ 1747836325588893696
spelling my-ums-ep.64292017-10-11T03:04:27Z The compensation satisfaction and its' influence towards intention to leave: Engineers in Kota Kinabalu 2008 Teh, Eng Teck HF Commerce This study aimed to study the compensation satisfaction among engineers working in consulting firms at Kota Kinabalu, Sabah. Questionnaire survey was used for data collection purpose. Besides compensation satisfaction, the intention to leave and the relationship between compensation satisfaction and intention to leave was also studied. The compensation satisfaction was further divided to four different dimensions which are pay level satisfaction, pay raise satisfaction, benefit satisfaction and pay structure and administration satisfaction. Each of it was tested individually as well for their significances. Finding of this study suggested that the respondents overall are slightly not satisfied in their compensation and relatively neutral in their intention to leave. The significance of relationship between compensation satisfaction and intention to leave was also established to a certain degree. The negatively associated relationship was also established but not to every dimension. The most influential dimension of was found to be pay raise satisfaction. This study suggests that attention shall be placed on compensation satisfaction for employee retention purpose while other factors that could lead to intention to leave should also be studied. 2008 Thesis https://eprints.ums.edu.my/id/eprint/6429/ https://eprints.ums.edu.my/id/eprint/6429/1/mt0000000158.pdf text en public masters Universiti Malaysia Sabah School of Business and Economics Appelbaum, S.H. & Mackenzie, L. 1996. Compensation in the year 2000: Pay for Performance? Health Manpower Management. 22 (3):31-39. Arnold, T. & Spell, C.S. 2006. The Relationship Between Justice and Benefits Satisfaction. Journal of Business and Psychology, 20 (4):599-620 Chang, P. B. L. 2004. 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The Role of Bonus Pay in Salesforce Compensation Plans. Industrial Marketing Management, 27:147-159. Klaas, B.S. 2002. Compensation in The Jobless Organization. Human Resource Management Review, 12:43-61. Manlove, E.E. & Guzell, J.R 1997. Intention to Leave, Anticipated Reasons for Leaving, and 12-Month Turnover of Child Care Center Staff. Early Childhood Research Quarterly, 12:145-167. McBey, K. & Karakowsky, L. 2001. Examining Sources of Influence on Employee Turnover in the Part-Time Work Context. Career Development International, 6 (1):39-47. Morgeson, F.P., Campion, M.A. & Maertz, C.P. 2001. Understanding Pay Satisfaction: The Limits of a Compensation System Implementation. Journal of Business and Psychology, 16 (1): 133-149. Oshagbemi, T., Correlates of Pay Satisfaction in Higher Education. 2000. The International Journal of Educational Management, 14 (1):31-39 Phillips, L & Fox, M.A. 2003. Compensation Strategy in Transnational Corporations. Management Decision, 41 (5):465-476. 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