{"id":6195,"date":"2024-07-24T21:48:32","date_gmt":"2024-07-24T18:48:32","guid":{"rendered":"https:\/\/www.berjournal.com\/?p=6195"},"modified":"2024-07-25T16:24:36","modified_gmt":"2024-07-25T13:24:36","slug":"investigating-the-effects-of-organizational-long-term-orientation-and-employees-pay-satisfaction-on-turnover-intentions","status":"publish","type":"post","link":"https:\/\/www.berjournal.com\/tr\/investigating-the-effects-of-organizational-long-term-orientation-and-employees-pay-satisfaction-on-turnover-intentions","title":{"rendered":"Investigating the Effects of Organizational Long-Term Orientation and Employees\u2019 Pay Satisfaction on Turnover Intentions"},"content":{"rendered":"

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Makale Bilgileri<\/td>\n<\/tr>\n
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Dergi:<\/td>\nBusiness and Economics Research Journal<\/td>\n<\/tr>\n
Makalenin Ba\u015fl\u0131\u011f\u0131:<\/td>\nInvestigating the Effects of Organizational Long-Term Orientation and Employees\u2019 Pay Satisfaction on Turnover Intentions<\/td>\n<\/tr>\n
Yazar(lar):<\/td>\nEda Aksoy<\/td>\n<\/tr>\n
Cilt:<\/td>\n15<\/td>\n<\/tr>\n
Say\u0131:<\/td>\n3<\/td>\n<\/tr>\n
Y\u0131l:<\/td>\n2024<\/td>\n<\/tr>\n
Sayfa:<\/td>\n277-290<\/td>\n<\/tr>\n
ISSN:<\/td>\n2619-9491<\/td>\n<\/tr>\n
DOI Numaras\u0131:<\/td>\n10.20409\/berj.2024.445<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n
\u00d6z<\/td>\n<\/tr>\n
This research investigates the impact of organizational long-term orientation (LTO) and employees\u2019 pay satisfaction on their intentions to leave their jobs. Drawing from stewardship theory, it proposes that both organizational LTO and pay satisfaction will inversely influence employees\u2019 intentions to quit. Furthermore, these two antecedents are expected to have an interactive influence on turnover intentions. The theoretical model was empirically tested with data collected from an online survey of 335 white-collar employees across various industries in T\u00fcrkiye. The data were analyzed using moderated multiple regressions. The findings provide empirical support for the hypothesized negative relationships between both organizational LTO and pay satisfaction with employees’ intentions to leave their jobs. Furthermore, LTO has a significant moderating effect. When pay satisfaction is low, LTO significantly reduces turnover intentions. No significant effect is found when pay satisfaction is high. Hence, the study shows that pay satisfaction has a key influence on employees\u2019 decisions to remain with the organization, especially in the context of high levels of unemployment and economic uncertainty observed in developing countries like T\u00fcrkiye. Nevertheless, the study findings also suggest that organizations that have a high level of LTO can buffer at least some of the negative effects of low pay on employee retention.<\/td>\n<\/tr>\n
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Anahtar Kelimeler:<\/td>\nLong-term Orientation, Turnover Intention, Pay Satisfaction<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n
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JEL S\u0131n\u0131fland\u0131rmas\u0131:<\/td>\nM120, M540, M510<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n
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Makale Bilgileri Dergi: Business and Economics Research Journal Makalenin Ba\u015fl\u0131\u011f\u0131: Investigating the Effects of Organizational Long-Term Orientation and Employees\u2019 Pay Satisfaction on Turnover Intentions Yazar(lar): Eda Aksoy Cilt: 15 Say\u0131: 3 Y\u0131l: 2024 Sayfa: 277-290 ISSN: 2619-9491 DOI Numaras\u0131: 10.20409\/berj.2024.445 \u00d6z This research investigates the impact of organizational long-term orientation (LTO) and employees\u2019 pay satisfaction […]<\/p>\n

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