The role of compensation in shaping employee’s behaviour: a mediation study through job satisfaction during the Covid-19 pandemic

Aman‐Ullah, Attia; Aziz, Azelin; Ibrahim, Hadziroh; Mehmood, Waqas; Aman-Ullah, Attiqa

doi:10.1108/rege-04-2021-0068

Cited by 25 publications

(14 citation statements)

References 49 publications

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“…Additionally, companies should offer competitive compensation packages and rewards programs to increase job satisfaction and retain their talented employees. These programs should be reviewed regularly to ensure that they remain attractive and relevant (Aman‐Ullah et al, 2023), and this underscores the importance of setting clear expectations and formal job requirements and ensuring that employees fulfill their job responsibilities. Furthermore, the study highlights the need for the pharmaceutical industry to develop career growth opportunities to retain skilled and talented pharmacists in Pakistan.…”

Section: Discussionmentioning

confidence: 99%

“…The pharmaceutical industry in Pakistan is facing a significant brain drain due to the low compensation and rewards (Nadir et al, 2023) and career growth opportunities (Sancak et al, 2023), which has a significant impact on employee retention (Aman- Ullah et al, 2023). Akinwale and George (2023) have presented evidence that inadequate compensation and pay have demotivated healthcare professionals and workers, which leads toward low productivity, and ultimately, it is pushing them toward the global market to seek better employment.…”

Section: Introductionmentioning

confidence: 99%

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Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Khan,

Hayyat,

Ziaullah

et al. 2024

Business and Society Review

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This study sheds light on strategies for retaining skilled pharmacists in Pakistan's pharmaceutical sector, offering valuable insights for both academia and industry stakeholders by investigating the impact of human resource management practices, including training and development, compensation and rewards, job performance, and job satisfaction, on employee retention. It also examines the moderating role of career growth in this context. Theoretical foundations are grounded in international migration theories and social exchange theory, providing a comprehensive framework for the study. A cross‐sectional survey design was used to collect data from 254 pharmacists in southern Punjab, Pakistan. Structural equation modeling (SEM) was employed for data analysis. Findings reveal that training and development, compensation and rewards, job performance, and job satisfaction all have significant direct effects on employee retention. Additionally, career growth acts as a crucial moderator, strengthening the relationship between training and development and job performance, as well as compensation and rewards and job satisfaction in relation to employee retention. Theoretical implications emphasize the importance of tailored training programs, fair compensation practices, and career growth opportunities. Practical recommendations include creating a positive work environment, rewarding high‐performing employees, and fostering career development. Future research directions encompass longitudinal studies, the influence of organizational culture and technology, regional variations, and additional factors affecting retention.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Khan,

Hayyat,

Ziaullah

et al. 2024

Business and Society Review

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“…4,[19][20][21] In the healthcare system, researchers reported that healthcare workers' turnover intention happened before the turnover behavior. [22][23][24]…”

Section: Theoretical Background and Hypothesis Development Turnover I...mentioning

confidence: 99%

Primary Healthcare Pharmacists’ Perceived Organizational Support and Turnover Intention: Do Gender Differences Exist?

Li¹,

Liu²,

Li³

et al. 2023

PRBM

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Purpose This study aims to explore the relationship between the four-dimensional structured perceived organizational support (emotional support, instrumental support, supervisor support, and coworker support) and the turnover intention of pharmacists in primary healthcare institutions. The gender differences between perceived organizational support and turnover intention will also be examined. Methods A cross-sectional study was conducted in primary healthcare institutions of 31 cities in China from 2 July to 1 September 2021. And the binary logistic regression model was employed for data analysis. Results 937 valid questionnaires are allocated from pharmacists in primary healthcare institutions. The regression results indicated that emotional support (b=0.073, p<0.001) has a significant influence on pharmacists’ turnover intention, and the effect of supervisor support (b=0.173, p=0.046) on pharmacists’ turnover intention differs by gender. Conclusion These findings offer suggestions for the management and stabilization of pharmacists in primary healthcare institutions. It is suggested that specific measures should be taken to increase pharmacists’ perceived organizational support and reduce their turnover intention. At the same time, gender differences need to be taken into consideration by the managers when providing perceived organizational support to reduce their turnover intention through adaptive management.

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“…Karyawan akan menyadari untuk menaati peraturan-peraturan yang berlaku. Gaji dengan kata lain kompensasi juga terkait dengan kepuasan kerja, semakin sesuai kompensasi yang didapatkan maka karyawan akan mendapat kepuasan kerja (Aman- Ullah et al, 2022).…”

Section: Gajiunclassified

Analisis Dampak Beban Kerja Dan Gaji Terhadap Kinerja Karyawan Tenaga Sukarela Rumah Sakit : Perspektif Potensi Kecurangan Yang Terjadi

Alfian

Rahmana²

2023

J. Ekon. dan Bisnis

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As an effort to realize the vision and mission of the Hospital, employee performance must increase. In the process of improving employee performance, it must pay attention to factors that can improve performance. However, this work should not be done haphazardly and must still be in accordance with the Hospital SOP. This study aims to determine the effect of workload and salary on the performance of volunteer employees, as well as to see the potential for fraud that may occur during the process of completing work.The population in this study were all temporary staff including nurses and nutritionists who worked at one of the hospitals in Semarang, with a total sample of 76 respondents. The data source used is primary data using a questionnaire. The data analysis technique used is multiple linear regression.The results showed that the workload variable has a negative effect on employee performance. Furthermore, salary has a positive effect on employee performance. Additional questionnaires show that high workloads and salaries that are not in line with expectations but performance demands remain high, will have the potential to cause activities that are not in accordance with the provisions and SOPs of the Hospital

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The role of compensation in shaping employee’s behaviour: a mediation study through job satisfaction during the Covid-19 pandemic

Cited by 25 publications

References 49 publications

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Brain drain in Pakistan's pharmaceutical industry: factors and solutions

Primary Healthcare Pharmacists’ Perceived Organizational Support and Turnover Intention: Do Gender Differences Exist?

Analisis Dampak Beban Kerja Dan Gaji Terhadap Kinerja Karyawan Tenaga Sukarela Rumah Sakit : Perspektif Potensi Kecurangan Yang Terjadi

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