Reward Satisfaction Research Articles

Reward satisfaction and leadership satisfaction among Tamil primary school teachers in Melaka, Malaysia

Analyzing the relationship between leadership satisfaction and reward satisfaction in primary schools can offer valuable insights for enhancing management and performance. This study aims to determine if there are significant differences in reward satisfaction and leadership satisfaction among Tamil primary school teachers in Melaka, based on their gender and teaching experience. The study adopted a descriptive research design. Stratified random sampling was employed in choosing 60 Tamil Primary School teachers in Melaka as a sample. This study used Leadership Satisfaction and Rewards Satisfaction Questionnaire (LRSQ) as instruments to collect the data. A pilot test was conducted among 30 randomly selected teachers to obtain the reliability of the instrument. The findings of the pilot test showed that the instrument is highly reliable and can be used for data collection. The key findings of the study revealed, that the reward as well as the leadership satisfaction of the male teachers were significantly higher than those of their female counterparts. On the other hand, there is no significant difference between senior teachers and junior teachers in the area of reward satisfaction. Similarly, the findings also indicated that the leadership satisfaction of the senior teachers is significantly higher than those of the junior teachers. This study has crucial pedagogical and practical implications because leadership and reward satisfaction can effect teachers’ performance in schools.

Knowledge mapping of job burnout and satisfaction of medical staff and a cross-sectional investigation of county-level hospitals in Southern China

BackgroundJob burnout is a worldwide public health problem that has rarely been addressed among rural medical staff, particularly in county-level hospitals. Hence, we conducted a bibliometric study to gain global insights and research trends and a cross-sectional study to assess the current situation among medical staff of county-level hospitals in Southern China. By conducting these studies, we aim to identify factors associated with burnout among medical staff of county-level hospitals in China and provide recommendations for improvement. MethodsRelevant literature on job burnout among medical personnel was searched using the Web of Science Core Collection (WoSCC). CiteSpace was employed for an in-depth cluster analysis to determine research trends and identify the study population. Subsequently, a cross-sectional survey was randomly conducted in three county-level hospitals in Hunan Province of Southern China. Job burnout and satisfaction were assessed using the Maslach Burnout Inventory MBI-Human Services Survey (MBI-HSS) and Job Satisfaction Questionnaire in a total of 362 valid questionnaires collected. The influence factors of the prevalence of job burnout were investigated using logistic regression. ResultsIn this bibliometric study, 1626 articles were retrieved from 1999 to 2022. China lags behind the United States (US) in both the number and quality of publications in the field of medical staff burnout compared with the US. However, there is a lack of comparative research on job burnout across different job types. County-level medical staff articles are more in line with research hotspots in the field. In total, 362 valid questionnaires were obtained. The total incidence of job burnout among rural medical staff was 27.3 %. Nurses (p < 0.01, OR = 5.95), doctors (p < 0.01, OR = 6.43), and those with administrative jobs (p < 0.01, OR = 7.79) were more likely to experience burnout than those with technical jobs. Medical staff aged 40–49 years (p < 0.01, OR = 0.22) and 50–59 years (p < 0.05, OR = 0.14) were less likely to experience burnout than those aged 20–29 years. Job rewards satisfaction showed a positive correlation with job burnout (p < 0.01, OR = 1.32), but negative correlations with personal development satisfaction (p < 0.05, OR = 0.81) and work internal environment satisfaction (p < 0.05, OR = 0.81). ConclusionBetter working environments, more accessible resources, and higher job rewards contribute to job satisfaction and reduce job burnout among the medical staff of county-level hospitals in China.

Life satisfaction and job and personal resources among public workers with non-standard work schedules

BackgroundWhile the link between non-standard work schedules and poor health outcomes is established, few studies have examined how resources both in and outside of work can support the well-being of workers with non-standard work schedules.MethodsUsing a cross-sectional survey, we assessed the association between one facet of well-being, life satisfaction, and job and personal resources. In 2019, an electronic survey was administered to two unionized, public service populations who work non-standard work schedules: transportation maintainers and correctional supervisors. We assessed life satisfaction with a 10-item scale; a broad set of job resources (reward satisfaction, supervisor support, co-worker support, schedule satisfaction, and working hours fit); and a broad set of personal resources (health status, sleep, physical activity, and finances). We used log-binomial regression models to estimate prevalence ratios and 95% confidence intervals among statistically significant univariate predictors.ResultsOf the 316 workers surveyed, the majority were male (86%), White (68%), and reported positive life satisfaction (56%). In multivariate models, the prevalence of positive life satisfaction was higher in workers reporting reward satisfaction (PR:1.35, 95% CI: 1.11, 1.65; p = 0.003), good work schedule fit (PR:1.43, 95% CI: 1.12, 1.83; p = 0.004), good health (PR:2.92, 95% CI: 1.70, 4.99; p < 0.0001), and good finances (PR:1.32, 95% CI: 1.01, 1.72; p = 0.04).ConclusionEmployers should consider increasing work recognition, as well as improving schedule fit, financial well-being, and overall good health in support of worker life satisfaction and ultimately well-being.

Feeling and deciding: Subjective experiences rather than objective factors drive the decision to invest cognitive control

When presented with the choice to invest cognitive control in a task, several signals are monitored to reach a decision. Leading theoretical frameworks argued that the investment of cognitive control is determined by a cost-benefit computation. However, previous accounts remained silent on the potential role of subjective experience in this computation. We experience confidence when giving an answer, feel the excitement of an anticipated reward, and reflect on how much effort is required for successful task performance. Two questions are investigated in the present work: how objective task parameters give rise to subjective experience and whether these drive the decision to allocate cognitive control. To this end, we designed a task in which we manipulated three objective parameters in the same sequence of events (stimulus uncertainty, physical effort, and reward prediction error). We asked participants to report their subjective experiences associated with these manipulations: confidence, subjective physical effort, and reward satisfaction. At the end of each trial, participants indicated whether they wanted to repeat that trial on the next day. In response to the first question, we demonstrate that subjective ratings are reliable and selective. Subjective experiences closely mirrored their objective manipulations. In response to the second question, we demonstrate that subjective experiences provide a better fit for the decisions on future control investments. While objective task parameters are considered when deciding, they do not always produce the expected changes in subjective experience, and when dissociations occur, it is the subjective experience that better explains the decision to allocate cognitive control.

The impact of gamified loyalty programmes on customer engagement behaviours. A hotel industry application

研究目的本文研究了游戏化忠诚计划和传统忠诚计划对顾客参与行为的不同影响。研究方法本文进行了2 x 2 x 2实验, 操纵了游戏化（游戏化 vs 非游戏化）、奖励水平（高 vs 低）和奖励类型（经济 vs 社交）。通过对315名个体样本收集的数据进行PLS（偏最小二乘）和均值测试进行分析。研究发现游戏化可以通过影响玩味感和奖励满足感来提高忠诚计划的吸引力。实际上, 游戏化降低了顾客对奖励水平的重视程度。因此, 顾客感知到更高的享乐和功利价值, 从而积极地影响了他们的参与行为。研究创新本研究首次尝试在酒店业背景下经验性地分析将游戏化纳入忠诚计划是否影响顾客参与行为。

Tipping and employee attitudes in the hotel sector: extrinsic reward expectancy perspective

ABSTRACT Gratuities serve as supplementary source of income for hospitality employees. However, the influence of tips on the job attitudes of hotel workers is not adequately understood. Consequently, this study examines the interplay between tips, organizational commitment, and job satisfaction among hotel employees in Ho, Ghana. A convenience sampling technique was used to select 285 respondents who completed paper-and-pencil questionnaires. Data were analyzed using descriptive statistics while the model was tested with Partial Least Square Structural Equation Modeling (PLS-SEM). The results of the study indicate that levels of tips had a significant positive impact on job satisfaction but a negative influence on commitment. Furthermore, reward satisfaction increases the job satisfaction levels of hotel workers. Higher tip earnings will lead to increases in employee job satisfaction while reducingtheir organizational commitment. Theoretical and practical implications are discussed.

Occupational burnout, flourishing and job satisfaction among HIV/AIDS healthcare workers in Western China: a network analysis

BackgroundHealthcare workers suffered with high prevalence of occupational burnout, which might be related with their job satisfaction and well-being. This study aimed to provide evidence of complex interrelations among occupational burnout, flourishing, and job satisfaction, and identify key variables from the perspective of network structure among healthcare workers.MethodsA cross-sectional study was conducted between July and October 2021, and 907 (the response rate was 98.4%) HIV/AIDS healthcare workers completed their sociodemographic characteristics, occupational burnout, flourishing and job satisfaction. Network analysis was conducted to investigate the interrelations of occupational burnout, flourishing, and job satisfaction communities, and identify central variables and bridges connecting different communities with different bridge strength thresholds in the network structure. The Network Comparison Test (NCT) was conducted to examine the gender differences in networks.ResultsIn the network, feeling exhausted at work (strength: 1.42) and feeling frustrated at work (1.27) in occupational burnout community, and interested in daily activities (1.32) in flourishing community were central variables. Bridges in the network were job reward satisfaction (bridge strength: 0.31), satisfaction with job itself (0.25), and job environment satisfaction (0.19) in job satisfaction community, as well as interested in daily activities (0.29) and feeling respectable (0.18) in flourishing community, with bridges selected with top 20% bridge strengths. Feeling frustrated at work (0.14) in occupational burnout community and leading a purposeful and meaningful life (0.11) in flourishing community became bridges when using thresholds of top 25% and 30% bridge strengths, respectively. We also observed higher network densities in females (network density: 0.37) than that in males (0.34), and gender differences in the distribution of partial correlation coefficients (M = 0.27, P = 0.017).ConclusionsIn the network structure of occupational burnout-flourishing-job satisfaction, feeling frustrated at work in occupational burnout community and interested in daily activities in flourishing community were both central variables and bridges, which may be targeted variables to intervene to alleviate the overall level of symptoms in the network and therefore prevent poor health outcomes in healthcare workers.

기업 핵심인재 역량특성이 창업의지에 미치는 영향

The purpose of this study is to verify how major talent competency characteristics such as learning persistence, reward satisfaction, and employment prospect influence entrepreneurial intentions and also whether entrepreneurship mediates the correlation between major talent competency characteristics and entrepreneurial intentions targeting office workers. This research used 358 valid questionnaire sheets surveying office workers selected across the country. For empirical analysis of this study, SPSS and PROCESS macro were utilized. To sum up the results of this study, first, learning persistence, one of the major talent competency characteristics, increases entrepreneurial intentions. This implies that if skills and professional competencies are accumulated through learning persistence in the workplace, it can be the factor to influence entrepreneurial intentions considerably afterwards. Second, reward satisfaction, one of the major talent competency characteristics, is not found to influence entrepreneurial intentions significantly. The higher the reward satisfaction, the stronger the perception that they are recognized by the organization; therefore, they tend to pursue stability instead of the risk of starting a business. Third, it has been confirmed that employment prospect, one of the major talent competency characteristics, influences entrepreneurial intentions. Even if the degree of individual expertise and career is high, employment instability is not completely resolved; therefore, their entrepreneurial intentions seem to be affected as they prepare for retirement in the mid- to long-term perspective. Fourth, it has been found that entrepreneurship plays mediating roles in the correlation between entrepreneurial intentions and major talent competency characteristics such as learning persistence and employment prospect. In the correlation between reward satisfaction and entrepreneurial intentions, however, no mediating effects of entrepreneurship were examined. This confirms that if uncertainty in the industrial ecosystem is not resolved, they tend to seek stable growth in the organization by enhancing their job commitment and professional competencies in their current organization. Accordingly, if learning persistence and employment prospect are elevated by learning for growth in the organization and acquiring professional competencies, it is expected that office workers will be likely to turn into entrepreneurs. This is a differentiated study targeting office workers that account for the majority of economic activities, and it is expected to have great ripple effect socially. If starting a business works positively for activation, it will influence the improvement of employment indicators by solving problems related with aging or unemployment and contribute to changing the society and economy through a virtuous cycle.

Total reward satisfaction profiles and work performance: A person-centered approach

It has recently become an incentive management challenge for organizations to implement a total reward system. Existing variable-centered studies have neglected to explore the incentive effect of a total reward system from the perspective of individual differences. Our study aimed to initially investigate the profiles of total reward satisfaction (TRS) and the impact of these profiles on work performance. Using a person-centered approach, two studies were conducted using retail industry employees in China as samples. Study 1 identified the TRS profiles of 429 samples using latent profile analysis. Study 2 replicated Study 1's configuration of profiles and examined the relationship of these profiles with demographic variables and work performance using 885 samples. Our results were as follows: (1) there were four quantitatively and qualitatively distinct profiles (subpopulations) of TRS, namely, dissatisfied (DS), development and career opportunities satisfied-dominant (DOS-dominant), work-life balance satisfied-dominant (WLS-dominant), and compensation satisfied-dominant (CS-dominant); (2) demographic variables involving gender, age, education, and position level affected the likelihood of membership in each TRS profile; and (3) the four profiles predicted different levels of work performance, or more specifically, different levels of task and contextual performance. The task and contextual performance of the four subpopulations listed from best to worst were WLS-dominant, DOS-dominant, CS-dominant, and DS. For practical management, organizations should customize a classified total reward system according to employee subpopulations to improve work performance.

The Role of Reward Satisfaction on Employee’s Turnover Intention: A Study of Banking Sector of Pakistan

Considering the prior research on the importance of financial reward satisfaction, the study highlighted the value of material and psychological rewards in this study. It is hypothesized that these two rewards also have the same effect on employees’ attitudes and behavior. For this purpose, the study collected data from 22 banks in Punjab through a questionnaire from a sample consisting of 336 banking sector employees and applied regression analysis. ANOVA test shows that employees having a salary above 41000 are more satisfied with their financial and material rewards, and this satisfaction with both rewards creates positive behavior in employees, and this positive behavior will cause low turnover intention. Moreover, the turnover intention is significantly higher in those respondents who have Bachelor and Master degrees as compared to Intermediate. It means more educated employees are more conscious about the reward system. So the manager should make reward policies according to the requirement of the employees. Managers can use the results of our study for taking decisions and also regarding employee welfare and human resource planning.

Are Employment Conditions Influenced by Training Satisfaction and Reward Satisfaction? (Study on South Sulawesi's Financial Institutions)

Are Employment Conditions Influenced by Training Satisfaction and Reward Satisfaction? (Study on South Sulawesi's Financial Institutions)

The role of leadership perceptions in performance appraisal participation

PurposeThis study aims to explore followers’ perceptions of leaders as predictors of performance appraisal (PA) participation and subsequent outcomes. Prior research has acknowledged the role of Leader–Member Exchange (LMX) quality in predicting PA participation. This study sought to add to this literature by investigating the effects of LMX dimensions (loyalty, affect, contribution and respect) and the effect of perceived leader prototypicality on PA participation and subsequent outcomes.Design/methodology/approachThe hypothesized model proposed that the LMX dimensions and leader prototypicality would predict PA participation, and the effect of PA participation on job and reward satisfaction would be mediated through PA satisfaction. Structure equation modeling using maximum likelihood estimation was used to test these hypotheses in a sample of 216 employees at a public utility company.FindingsAlthough results indicated partial support for the proposed mediated model, they also indicated more complex relationships. Leader prototypicality was related to PA participation, none of the four LMX dimensions had the predicted positive effect on PA participation, though they were differentially and directly related to PA satisfaction and job satisfaction.Research limitations/implicationsEmployees’ perceptions of leader prototypicality is important in engaging employee participation in the PA process, and more important to participation than was the quality of the LMX relationship. The extent to which employees participate in and subsequently experience higher levels of satisfaction with the PA process may be a reflection of how employees perceive their leader. And participation in and satisfaction with the PA process lead to increased reward and job satisfaction. Future research should incorporate supervisor perspectives of these relationships and use longitudinal design to better infer causality.Practical implicationsEmployee perceptions of leader prototypicality are important for encouraging their participation in the PA process, which has implications for reward and job satisfaction. Therefore, supervisors would benefit from understanding the traits (such as sensitivity, confidence and intelligence) that affect their subordinates’ leadership perceptions, and should be trained on successfully demonstrate those traits. Further, exchange relationships built on loyalty and respect affected PA satisfaction directly, which also positively affected job and reward satisfaction. Thus, supervisors should be trained to build trust- and respect-based relationships with employees.Originality/valueThe results of this study make significant contributions to the understanding of the antecedents of employee participation in and satisfaction with the PA process. The data suggest that the effect of perceived leader prototypicality on job and reward satisfaction is mediated through PA participation. Because implicit leadership theory has not previously been studied in the PA context, this new finding makes an important contribution to the PA literature. Further, by taking a multidimensional approach to LMX, these results indicated that the dimensions of loyalty and respect were related to PA satisfaction directly, but not through PA participation.

성공 종료된 프로젝트의 리워드 만족도 연구 : 보상형 크라우드펀딩을 중심으로

The biggest barrier for tech start-ups is financing. Crowdfunding plays a crucial role in connecting these founders with an unspecified number of public investors. However, even if the project succeeded in attracting investment through crowdfunding, there are complaints from investors. Therefore, this study analyzes where the complaints of investors participating in the crowdfunding project are caused. As a result of hierarchical regression analysis by setting reward satisfaction as dependent variables in 15 categories of Wadiz, a representative crowdfunding platform, it was found that achievement rate, encore request number, and announcement number factors had a positive effect on reward satisfaction. Among the 15 categories, three specific categories were found to have a negative (-) effect on reward satisfaction. This study has theoretical implications in that it overcame the limitations of previous studies that focused only on the success of the funding project, and has practical implications in that it identified which category the lowest reward satisfaction occurs.

Working Conditions Influencing Junior School Principalship as a Satisfying Profession: A Cross-Country Comparative Study

Although prior studies have extensively investigated the effect of working conditions upon professional satisfaction, the cross-national variance in the effect remains largely understudied due to technical or financial restrictions. The Teaching and Learning International Survey (TALIS) provides an opportunity to investigate the cross-country differences in the impact of working conditions upon principals’ professional satisfaction. The current study attempts to investigate the overall and specific effects of principals’ workplace environment satisfaction, rewards satisfaction, and workload stress on their professional satisfaction in 47 countries included in the TALIS 2018. The results indicate that workplace environment, rather than the typically regarded effort-reward issues, is the most powerful contributor to individual principals’ professional satisfaction across 47 countries, while, in countries with low overall professional satisfaction, rewards satisfaction and workload stress are more powerful predictors for principals’ professional satisfaction on the country level. This study may inform policymakers in school principal stimulation and retention that effective practice to stimulate and/or retain school principals may vary across countries and research findings derived from data on the individual level may not be applicable to practice on the country level.

Gamification on OTT Platforms: A Behavioural Study for User Engagement

This study examines the consumer’s visual attention toward gamification options while watching the OTT (Over-the-top) online content. Also, the impact of gamification on user engagement (UE) on the OTT platform was studied using data collected by conducting an eye-tracking experiment and subsequently using a user engagement scale (UES). The study was carried out at the marketing and behavioural lab of a management institute in India using the OTT platform website and Tobii eye-tracker. Empirical data was collected from 52 respondents within the age group between 23 to 35 years. The relation between Attention to Gamification (AG), Reward Satisfaction (RS), and User Engagement (UE) were studied by running a mediating linear regression analysis. From the results, it was found that respondents were equally interested in watching the online content as well as ready to explore the gamification options. The research findings demonstrate that Reward Satisfaction (RS) acted as a mediating factor in the relation between Attention to Gamification (AG) and User Engagement (UE). This study adds to the literature on consumer engagement towards gamification on the OTT platform, where the literature is still limited. Future research could consider mobile apps as a platform to undertake the study. This study aimed to empirically test the effect of AG on UE with the involvement of RS as a mediator. The study is the first of its type to use eye-tracking data to understand the impact of gamification on the OTT platform.

Turnover Intention in Non-Governmental Organisation (NGOs): A Case Study of Recreation Society at Kuantan, Pahang

The hidden cost caused by employee turnover is inevitable. In filling in the vacancy of a position, the causes of turnover will affect the cycling systems. Low turnover rate is essential to an organization’s human resources department as it shows an excellent indicator of budgeting and training cost. This study aims to examine the significant relationship between the factors namely organizational commitment, job stress, job satisfaction and reward satisfaction with turnover intention among committee members in recreation society at Kuantan, Pahang. The sample size of respondents from this society selected in Kuantan, Pahang is 169 from 316 of the population sizes. Stratified random sampling technique was chosen in achieving the objectives of this study because it is a systematic data collection method. The data for this study was collected from the questionnaires distributed to the respondents by using Google form. Altogether, there are four independent variables and one dependent variable. Statistical Package for Social Science version 23 (SPSS) was employed to perform data analysis of the study. The study discovered that organizational commitment, job stress, job satisfaction, and reward satisfaction have significant relationships with turnover intention. These factors like organizational commitment, job stress, job satisfaction and reward Satisfaction are suitable in predicting and analysing organizational behaviour regarding human resource management. Hence, it is crucial to study turnover intentions in organizational management.&#x0D; Keywords: Non-Governmental Organisation, Committees Members, Turnover Intention, Organisational Behaviour

Measuring Total Reward Satisfaction: Scale Development and Empirical Validation for Public Sector Employees in India

The poor performance of many public sector undertakings in India, due to ill-structured reward strategy and the resulting employee dissatisfaction leading to reduced employee loyalty, is a matter of high concern. The purpose of this study is to develop a comprehensive scale to measure employee’s total reward satisfaction by identifying the contributing factors and test its empirical validity in the Indian context. A suitable instrument was developed by adapting the items associated with five major dimensions of rewards identified from the literature in addition to other relevant items to the Indian context. Sample data was collected from various public sector industries in South India. The exploratory factor analysis revealed seven factors as the total reward dimensions instead of five in the base model. Confirmatory factor analysis confirmed the reliability and validity of the instrument. This validated measurement scale with 23 items and seven dimensions can be used as an effective tool for assessing employee satisfaction based on their various reward dimensions and make necessary modifications in the prevailing rewarding pattern for better employee and organizational performance.

잡크래프팅의 선행요인과 맥락적성과에 관한 연구 - 보상만족과 개인-직무적합성의 선행효과 분석 -

Organizations can achieve their goals and sustainable competitive advantages by having organizational members take the lead in their duties. Accordingly, many researchers have conducted research on effective human resource management, and recently, the concept of job crafting has been focused on. Job crafting is a modern job design method in which an individual actively predicts the environment and redesign their job. Thus, many studies have suggested that job crafting has a positive effect on employees’ job performance. As a result, this study tried to investigate the antecedents that increase employees’ job crafting. Specifically, in the context of extrinsic and intrinsic compensation, we sought to demonstrate the effects of rewards satisfaction and person-job fit(P-J Fit) on job crafting. In addition, this study investigated the mediating effect of job crafting in the relationship between the antecedents (i.e., rewards satisfaction and person-job fit) and job performance. To test the hypotheses, we used the data of a questionnaire of 310 team leaders and employees working at four universities in Chung-cheong province in South Korea. The results of our study suggested that reward satisfaction, one of the extrinsic rewards, plays a critical role as an antecedent that increases job crafting. In terms of intrinsic reward, personal-job fit was positively related to job crafting. In addition, both reward satisfaction and personal-job fit were found to enhance contextual performance through job crafting. These results show that both extrinsic and intrinsic rewards can be a precursor to job crafting, and can positively influence organizational and individual performance through job crafting. Based on these results, this study suggests the importance of job crafting in order to increase the value of the organization's human resources. In addition, this study shed new light on the fact that reward satisfaction and person-job fit can be an important antecedent to promote job crafting. This study also gives significant implications by demonstrating the mediating effect of job crafting that leads to organizational performance.

Subdimensions of total rewards satisfaction and creativity among R&amp;D employees: a moderated mediation model

PurposeThis study aims to explore the relative importance of the subdimensions of total rewards satisfaction in predicting research and development (R&amp;D) employee creativity. In addition, the study examines the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement and the moderating role of challenge-related work stress in the first stage.Design/methodology/approachA two-wave design was used, in which total rewards satisfaction and challenge-related work stress were measured in the first wave. Work engagement and creativity were measured in the second wave. Dominance analysis and the latent moderated mediation model were used for the data analyses.FindingsThe analyses show that nonfinancial rewards satisfaction completely dominates indirect and direct financial rewards satisfaction when predicting creativity. Indirect financial rewards satisfaction completely dominates direct financial rewards satisfaction when predicting creativity. Work engagement mediates the relationships between the subdimensions of total rewards satisfaction and creativity. Challenge-related work stress moderates the relationships between the subdimensions of total rewards satisfaction and work engagement and the indirect effects of the subdimensions of total rewards satisfaction on creativity via work engagement.Practical implicationsThe results imply that managers should set challenge demands for R&amp;D employees and try to improve their total rewards satisfaction, especially their nonfinancial and indirect financial rewards satisfaction, for them to be more creative.Originality/valueThis empirical study contributes to the literature by comparing the relative importance of the different dimensions of total rewards satisfaction in predicting creativity. The study also clarifies how (through work engagement) and when (based on challenge-related work stress) the subdimensions of total rewards satisfaction are positively related to R&amp;D employees' creativity.

The Study of Causality of Teacher’s Turnover Intention at Private Junior High School

Purpose: Identify the direct effect of reward, motivation and job satisfaction on the turnover intention the teacher. Design/methodology: This study used a quantitative approach with a survey method. The data was taken by using questionnaire and analyzed by using path analysis. The research sample was 149 private junior high school teachers in Rokan Hulu District. The sample were taken by using simple random sampling technique. Findings: The results of the study showed that the reward has a direct negative effect on turnover intention. Motivation has a direct negative effect on turnover intention, job satisfaction has a direct negative effect on turnover intention. Research limitations/ implications: The research sample was taken from schools in Rokan Hulu Regency, therefore it is necessary to be careful to generalize the results of this study in a wider scope such as for the province or a country.Practical implicaations: Based on the results of the study, it was known that to reduce teacher turnover intention private junior high school can be done by increasing their reward, motivation and job satisfaction.