The aim of this research is to investigate the impact of compensation and reward system in determining employees willingness to continuing staying in a particular job.
The study group is working class Post Graduate students at University of sunderland.
The research method will be interview of prospective students
This two variables show significant correlation to the criterion variable in that the employees will be more committed and motivated consequent upon which production increase.
The impact of a compensation and reward system on employees' decisions to continue with a job is multifaceted.
A well-crafted and equitable system can contribute positively to attraction, retention, motivation, and overall job satisfaction. Conversely, inadequacies or perceived unfairness may lead to disengagement, dissatisfaction, and ultimately influence employees to seek employment elsewhere.
Therefore, organizations must regularly evaluate and adapt their compensation and reward strategies to align with employee expectations and organizational objectives.
A very interesting research topic. Indeed, the use of compensation and reward system are not uncommonly used to encourage certain professionals, especially those involved in essential duties. Many Councils in the United Kingdom introduced it and, l recall that as a registered social worker, a retention allowance was commenced in 2010 for every social worker that remained working with the Council rather than moving on. This was more so that some LA were paying high relocation allowance which many professionals may see as an additional income. However, with retention allowance (i.e. reward), many would have to weigh and compare the benefits before making any decision to move. Nurses, Doctors etc., are not unlikely to be on such reward as well. In sum, compensation and/or reward system are forms of motivation. They are good and, not unlikely to boost level of functioning and commitment to work.
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