Rewards Management: The Role of Organization Justice, Commitment and Turn-Over Intent

Date of Award

5-1-2023

Document Type

Thesis

Degree Name

Master of Arts in Psychology, Concentration in Industrial-Organizational Psychology (Thesis Program)

First Advisor

Mendiola T. Calleja, PhD

Abstract

This study examined the mediating effect of organization justice on the relationship between rewards management and turnover intent as well as the interaction of this relationship with affective commitment. A total of 154 Filipino employees working in the Philippines participated through an online survey. A moderated-mediation model, using Haye’s PROCESS model was applied to explore the relationship of rewards management through organization justice to turnover intent. The results revealed that rewards management significantly predicts organization justice. Turnover intent is also directly predicted by rewards management and that its relationship with rewards management, as mediated by organization justice, is also significant indicating partial mediation. Affective commitment significantly moderates the relationship between organization justice and turnover intent and rewards management and turnover intent. This implies that turnover intent is reduced with higher levels of perceived organization justice and favorable experience of how rewards are managed and that these relationships are influenced by the employee’s levels of affective commitment to the organization. Results of this research underscore the importance of rewards management, organization justice, and affective commitment in retaining employees. Findings of this research contribute to both knowledge and practice of human resource management, especially on how effective rewards management practices in organizations engender positive employee attitudes and behaviors.

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