Rewards as determinant of organizational commitment and turnover intention among employees of business process outsourcing companies in selected areas of Cavite / by Sharmaine S. Faner, Aira Rose D. Guda and Jeanette Louise C. Manuba.

By: Contributor(s): Material type: TextTextLanguage: English Publication details: Indang, Cavite : Cavite State University- Main Campus, 2019.Description: xii, 56 pages : illustrations ; 30 cmContent type:
  • text
Media type:
  • unmediated
Carrier type:
  • volume
Subject(s): DDC classification:
  • 658.301  F21 2019
Online resources: Production credits:
  • College of Economics, Management and Development Studies (CEMDS), Department of Management
Abstract: FANER, SHARMAINE S., GUDA, AIRA ROSE D., AND MANUBA, JEANETTE LOUISE C. Rewards as Determinant of Organizational Commitment and Turnover Intention among Employees of Business Process Outsourcing Companies in Selected Areas of Cavite. Undergraduate Thesis. Bachelor of Science in Business Management Major in Human Resource Development Management. Cavite State University, Indang, Cavite. May 2018. Adviser: Rowena A. Noceda. The study was conducted in selected municipalities of Cavite to investigate and gain an understanding of the relationship of rewards on organizational commitment and tumover intention among employees of business process outsourcing companies in selected areas of Cavite. The study used descriptive and correlation methods of research. It involved 300 call center agents from whom primary data were collected through a survey questionnaire. Descriptive statistics was used to present and describe the data. Pearson correlation and regression were also utilized in the analysis. The general objective of this study is to determine the relationship of rewards on organizational commitment and turnover intention. The study found that rewards had significant relationship with organizational commitment and turnover intention of the call center agents in business process outsourcing companies in selected areas of Cavite. It was determined that monetary and non-monetary rewards were found to have a significant positive relationship on affective, continuance and normative commitment. This study also found that both monetary and non-monetary rewards had negative relationship on tumover intention of the call center agents. The determinants of organizational commitment are health care benefits, training opportunities, and recognition within the organization, while growth opportunities and health care benefits are the determinants of turnover intention.
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Theses / Manuscripts Theses / Manuscripts Ladislao N. Diwa Memorial Library Theses Section Non-fiction 658.301 F21 2019 (Browse shelf(Opens below)) Link to resource Room use only T-8509 00011951

Thesis (Bachelor of Science in Business Management Major in Human Resource Development Management) Cavite State University.

Includes bibliographical references.

College of Economics, Management and Development Studies (CEMDS), Department of Management

FANER, SHARMAINE S., GUDA, AIRA ROSE D., AND MANUBA, JEANETTE LOUISE
C. Rewards as Determinant of Organizational Commitment and Turnover Intention
among Employees of Business Process Outsourcing Companies in Selected Areas of
Cavite. Undergraduate Thesis. Bachelor of Science in Business Management Major in
Human Resource Development Management. Cavite State University, Indang, Cavite.
May 2018. Adviser: Rowena A. Noceda.

The study was conducted in selected municipalities of Cavite to investigate and gain an
understanding of the relationship of rewards on organizational commitment and tumover
intention among employees of business process outsourcing companies in selected areas of
Cavite. The study used descriptive and correlation methods of research. It involved 300 call
center agents from whom primary data were collected through a survey questionnaire.
Descriptive statistics was used to present and describe the data. Pearson correlation and
regression were also utilized in the analysis. The general objective of this study is to determine
the relationship of rewards on organizational commitment and turnover intention.
The study found that rewards had significant relationship with organizational commitment
and turnover intention of the call center agents in business process outsourcing companies in
selected areas of Cavite. It was determined that monetary and non-monetary rewards were
found to have a significant positive relationship on affective, continuance and normative
commitment. This study also found that both monetary and non-monetary rewards had negative
relationship on tumover intention of the call center agents. The determinants of organizational
commitment are health care benefits, training opportunities, and recognition within the
organization, while growth opportunities and health care benefits are the determinants of
turnover intention.

Submitted to the University Library 08/28/2019 T-8509

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