INFLUENCE OF COMPENSATION PACKAGES ON TURNOVER INTENTION: A CASE OF China

Abstract

In the competitive banking sector, high employee turnover rates, affecting around 35% of firms, pose significant challenges. Factors such as job satisfaction, organizational culture, and rewards systems contribute to turnover intention, leading to decreased performance and productivity. Building on Farheen and Moten's 2019 research, this study examines turnover intention in banking, focusing on the mediating role of organizational commitment. Monetary and non-monetary rewards are studied as independent variables influencing commitment and turnover intention. Using a cross-sectional questionnaire and Smart PLS analysis, 275 participants were surveyed. The study aims to empirically validate relationships between organizational commitment, rewards, and turnover intention, enhancing understanding of turnover dynamics in banking.