The effects of pay satisfaction and affective commitment on turnover intention

Abstract

One of the antecedents of turnover and turnover intention is job attitude. Among the job attitudes in the organizations, many researchers have focused on satisfaction and organizational commitment as the factors affecting turnover intention. Meta-analysis studies have noted that correlation between turnover intention and commitment is higher relative to its relationship with satisfaction which indicates the possibility of mediation relationship. One facet of satisfaction which is important in predicting turnover intention is pay satisfaction. Only a few studies have been conducted to test the mediation relationship among the variables.This study aimed to examine the direct and indirect effects of pay satisfaction on turnover intention, which is mediated by affective commitment. Instruments used in this study were the Indonesian version of Pay Satisfaction Questionnaire (Heneman & Schwab, 1985), Affective Commitment Scale (Allen & Meyer, 1990), and Turnover Intention Scale, which were delivered to 183 employees of an automotive manufacture company in Indonesia. The data of 150 respondents involved were analyzed using path analysis with latent variables. The result showed that turnover intention was significantly predicted by both pay satisfaction (γ 1 = -.19, p < .05) and affective commitment (β = -.77, p < .05), while affective commitment was significantly predicted by pay satisfaction (γ 2 = .32, p < .05). The model supported for a partial mediation and that there were both direct and indirect effects of pay satisfaction on turnover. Affective commitment played an effective role in mediating the relationship between pay satisfaction and turnover intention.

Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry

“…This finding is consistent with an earlier study conducted by Siu [41] , who also found a positive relationship between the physical well-being of employees and affective commitment. According to Zeidan [44] , employees with high affective commitment demonstrate emotional attachment/identification with, and involvement in the organization, and such employees are less likely to engage in withdrawal behaviors such as absenteeism, low performance, and turnover [45] , [46] .…”

The Effect of Nurse‐Physician Collaboration on Job Satisfaction, Team Commitment, and Turnover Intention in Nurses

“…Previous researchers have distinguished three mindsets of commitment: affective, continuance, and normative commitment (Meyer & Allen, 1991). Affective commitment represents the highest form of identification with the unit/team and its goals and has a strong negative relationship with turnover intention (A'yuninnisa & Saptoto, 2015;Meyer & Herscovitch, 2001;Wagner, 2007). For this reason, we focused on only the affective component of commitment.…”

Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

“…Joarder et al [40] examined the connection between affective commitment and turnover intentions, and showed that affective commitment has negatively and significantly impacted turnover intentions. Consistent with previous studies, A'Yuninnisa and Saptoto [41] examined the link between pay satisfaction and turnover intentions through affective commitment. It was found that pay satisfaction had a direct and indirect effect via affective organizational commitment on turnover intention.…”