Impact of Compensation on Employees’ Retention Intention: A Comparison between Taiwan and Costa Rica

• Main Authors: Cindy Barquero Quesada, 巴辛蒂
• Other Authors: Tzai-Zang Lee
• Format: Others
• Language: en_US
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/c8q849

碩士 === 崑山科技大學 === 企業管理研究所 === 97 === Nowadays companies face a problem with the employees’ retention. They spend a lot of money and time in attracting, recruiting, and training. Employees develop good skills during the training and gain experience, for that reason they become a treasure for the company. The organization put confidential and important information in their hands, but in a few months these people leave the company for many reasons. In that circumstances the firms loses all the money invested, and also these companies will be in a dangerous situation, because departing employees often take valuable knowledge and expertise gained through experience, this represents a threat in the hands of competitors. The principal idea in this research was analyzed how the different forms of compensation can affect the employees’ retention intention, and the different perceptions between Taiwanese and Costarican. With those results the companies can apply strategies to satisfy the employees´ necessities in order to retain the best ones. The data obtained through the research’s instrument shows that most of the hypotheses proposed in this study are supported. The results of this study provided strong, substantial evidence that the three types of compensation have a significant impact on employees´ retention intention. Indirect financial compensation shows the highest relationship toward retention intention. Nonfinancial compensation had the second strongest relationship and direct financial compensation had the third strongest relationship on retention intention.