Pay and benefit satisfaction,perceived organizational support,and turnover intentions: The moderating role of job variety |
| |
| Affiliation: | 1. School of Hospitality Management, Pennsylvania State University, 201 Mateer Building, University Park, PA 16802, USA;2. Conrad N. Hilton College, University of Houston, 4450 University Dr., Room 227, Houston, TX 77204, USA;1. Villanova School of Business, Villanova University, 800 E. Lancaster Ave., Villanova, PA 19085, USA;2. Montpellier Business School, Avenue des Moulins 34080, Montpellier, France;3. Department of Economics, Lancaster University Management School, Lancaster LA1 4YX, United Kingdom;4. Hadelman Family Research Fellow, Isenberg School of Management, University of Massachusetts-Amherst, USA;1. Department of Psychology, Henan University, China;2. School of Hospitality and Tourism, Auckland University of Technology, New Zealand;3. Hospitality and Tourism Institute, Duy Tan University, Viet Nam;4. Faculty of Social Sciences and Humanities, Duy Tan University, Viet Nam;2. Conrad N. Hilton College of Hotel and Restaurant Management, University of Houston, 4450 University Drive, Room 227, Houston, TX 77204-3028, United States;1. Dokuz Eylül University Seferihisar Fevziye Hepkon School of Applied Sciences, İzmir, Turkey;2. Mersin University, Social Science Institution, Mersin, Turkey |
| |
| Abstract: | Wages and benefits in the hospitality industry are notoriously low, and tight margins often mean that organizations do not have the resources to increase pay. Existing research has demonstrated that low pay is a large factor in the high rate of turnover in the hospitality industry. Therefore, the present study aimed to understand whether enriching job characteristics such as job variety may attenuate the relationship between pay and benefit satisfaction. Specifically, we hypothesized and found that when pay and benefit satisfaction was low, job variety could reduce employee turnover intentions by improving the employee-organization relationship through the development of perceived organizational support. Our findings demonstrate the value in using creative means to develop the employee-organization relationship when organizations cannot increase pay. |
| |
| Keywords: | Pay Benefits Perceived organizational support Job variety Turnover intentions |
| 本文献已被 ScienceDirect 等数据库收录！ |
|
