INFLUENCE OF JOB SATISFACTION AND INCOME INTO WITHDRAWAL COGNITIONS IN MEXICO
Arias-Galicia, F., National University of Mexico, Mexico
A matter of concern for many companies is turnover since it has attached high costs (recruiting, hiring, training, and so on). Therefore, firms attempt to retain employees although a certain minimal rate of turnover may be desirable. Job satisfaction is perhaps one of the more frequently analysed constructs in the realm of industrial/organisational psychology (Schneider and Brief, 1992). Besides, one the mayor motivators (Money) has received also widespread interest both in the academic field as well as in companies (Opsahl & Dunnette, 1966). More recently, Tang, Kim & Tang (2,000) have studied the relationship among, money attitude intrinsic job satisfaction and voluntary turnover. The sample for this research consisted of people in Mexico City working in several organisations. A total of 565 questionnaires were collected and divided randomly into two subsamples: one for analysis and one for confirmation. Independent variables were: Pay Satisfaction, Intrinsic and Extrinsic Job Satisfaction (Herzberg, Mausner & Snyderman, 1959), and Income. Commitment was taken as a mediator variable. The Intention to Leave (Withdrawal cognitions) was the dependent variable. So, a Structural Equation Model was posited. The null model (all variables influencing the dependent one) resulted in lower adjustment indices than the model explained before. Therefore the plausibility of the model was supported. Commentaries about the results and implications for organisations as well as for the Industrial/Organisational field are included as well as suggestions for further research.