Does Total Rewards Reduce the Core Employees’ Turnover Intention?

Abstract

The turnover of core employees is great lost for industrial companies, so that the research of turnover Intention(TI) is critical to enterprise. Recently, the researches discuss the factors that affect turnover invention fromdifferent views. Based on the concept of total rewards (TR) we go deep into the influencing factors. In this paper,we used ULR and hierarchical regression analysis to build model with organizational justice (OJ) as moderatorvariable. Results showed that the five elements of total rewards, salary, rewards, work-life, performance &recognition and development & career are negative to employees’ turnover intention. Secondly, distribute justiceand interactional justice significantly negative moderate the relationship of TR and TI. However, process justiceonly has significantly negative moderating effect on work-life balance and development & career to TI, whilethe negative effect of salary, welfare and performance are not significant.

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