Influence of organizational rewards on organizational commitment and turnover intentions

Sajjad Nazir (Ghulam Ishaq Khan Institute of Engineering, Science and Technology, Topi, Pakistan)
Amina Shafi (Hohai Business School, Hohai University, Nanjing, China)
Wang Qun (Hohai Business School, Hohai University, Nanjing, China)
Nadia Nazir (Hohai Business School, Hohai University, Nanjing, China)
Quang Dung Tran (Department of Industrial and Building Engineering, National University of Civil Engineering, Hanoi, Vietnam)

Employee Relations

ISSN: 0142-5455

Publication date: 6 June 2016



The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector.


A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China.


The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee’s affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention.

Research limitations/implications

This study covers different public and private-sector organization employees working in China. Therefore other geographical areas could be designated for future research endeavors with a bigger sample size.

Practical implications

With the purpose of boosting employee commitment, managers must provide their employees with greater autonomy, appropriate training and participation in decision making in the organization, as well as enhancing supervisor and coworker support.


This research investigates how Chinese employees with different categories of organizational rewards react to different kinds of organizational commitment and turnover intention in Chinese organizational context.



Sajjad Nazir, Amina Shafi, Wang Qun, Nadia Nazir and Quang Dung Tran (2016) "Influence of organizational rewards on organizational commitment and turnover intentions", Employee Relations, Vol. 38 No. 4, pp. 596-619

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