Influence of organizational rewards on organizational commitment and turnover intentions
Purpose The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector. Design/methodology/approach A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China. Findings The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee's affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention. Research limitations/implications This study covers different public and private sector org.