PAY AND EMPLOYEE COMMITMENT

PAY AND EMPLOYEE COMMITMENT

Abstract

The purpose of this study was to investigate the relationships among employee self-image/store image congruence, employee -store commitment, and employee intention to leave within the context of retail stores. Data were collected using a survey method. Usable questionnaires were completed by 276 retail store employees. Path analysis was used to test the hypotheses. Results revealed employee self-image/store image congruence was positively related to store image attractiveness. In turn, store image attractiveness was positively related to employee -store commitment both directly and indirectly through intrinsic job satisfaction. Lastly, both intrinsic job satisfaction and employee-store commitment were negatively related to employees' intention to leave.

Table of Contents

CHAPTER 1: INTRODUCTION4

Problem statement5

Research questions5

CHAPTER 2: LITERATURE REVIEW6

Staff Turnover6

The Nature of Commitment7

The Fast Track to Commitment8

CHAPTER 3: METHODOLOGY11

Subjects11

Design11

Quantitative Research11

Materials/Research Instruments (only for Primary Research)12

Procedure12

Discussion13

Questionnaire (only for Primary Research)13

Profession/future research14

Conclusion14

REFERENCES16

Chapter 1: Introduction

Approximately 20% of retail employees voluntarily relinquish from places each year (Curtis and Wright, 2001), that outcomes in important rises in managerial charges from recruitment, assortment, and teaching

Additionally, an approximated $3,000 to $10,000 is needed to restore each hourly employee who resigns (Gustafson, 2002). Hence, employee turnover, characterized here as “the ratio of the number of organizational members who have left throughout the time span being advised split up by the mean number of persons in that organization during the period” (Price, 1977), is a important difficulty in the retail industry. Due to these exorbitant charges and added components for example decrease of employee talent, promise impairment to organizational culture, and incompetence to make skilled employees, it is in every retailer's best concern to isolate and try to command the antecedents of employee turnover.

One way in which retailers could decrease turnover is to boost employee -store commitment and finally decrease employees' aim to leave the store (Cohen, 1993, Ingram and Lee, 1990, Iverson and Deery, 1997 and McNeilly and Russ, 1992). Individuals who are pledged to the store for which they work are inclined to seem trusted, which converts into both a lesser yearn and propensity to relinquish from a place as in evaluation to individuals who seem no such commitment. Accordingly, recognizing components that boost employees' grade of work commitment is a first step to enquiring human asset administration matters in the retail organization.

Although not before analyzed, one factor that might be associated to work commitment is the allowance of likeness that lives between the employee's self-image and the store's image. Individuals possess convictions considering who they believe they are as persons that are mentioned to as self-concepts or self-images (Rosenberg, 1979). Furthermore, individuals tend to own alike convictions considering retail stores. Beliefs about the characteristics a store possesses collectively pattern what is renowned as that store's image. From a buyer viewpoint, study has shown buyers usually like to shop in shops that own a likeness alike to their own. Additionally, study has shown individuals like to work in shops in which they like to shop (Goldsberry et al., 1999). Accordingly, it is ordered step to check the idea ...