“…Whereas, extrinsic rewards are external and tangible and reflect lowerorder human needs such as food. Thus, Maslow in his theory 1954) concluded that employees can be motivated by satisfying their needs. Nevertheless, employees are motivated through recognition, an increase in responsibility, high status, appreciation and positive feedback in the organization.…”
“…Whereas, extrinsic rewards are external and tangible and reflect lowerorder human needs such as food. Thus, Maslow in his theory 1954) concluded that employees can be motivated by satisfying their needs. Nevertheless, employees are motivated through recognition, an increase in responsibility, high status, appreciation and positive feedback in the organization.…”
“…The so-called personal needs of safety refer to not being invaded or threatened physically and mentally and not surviving in panic life. Maslow [10] also mentioned that, in addition to physical security, employees would expect to acquire needs of job security, covering job stability and seniority security. Job security from an enterprise, including employees' physical and mental health, job satisfaction, organizational commitment, and the reduction of turnover intention, would affect the employees' work attitudes and work results.…”
Section: Job Security Organizational Commitment and Turnover Intensionmentioning
Abstract-The factors in turnover might be an organization not being able to provide satisfactory working environment for employees and the work identity of employees. Supervisorsubordinate guanxi is especially emphasized in Chinese enterprises, and such guanxi culture is the maxim in Chinese societies. The results the moderation of supervisor-subordinate guanxi, ones with better supervisor-subordinate guanxi present lower turnover intention than those with worse supervisorsubordinate guanxi.
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