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Impact of Performance Rewards on Employee Turnover in Sri Lankan IT Industry

机译：绩效奖励对斯里兰卡IT行业员工流失的影响

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Almost all IT organizations carryout performance reward schemes to evaluate and compensate employees based on their performance. However not all reward schemes are effective in retaining employees, thus this study attempt to reveal the most effective reward types that can help IT organizations to minimize Employee Turnover. This study uses quantitative method through an online survey. The population for this study is software professionals working in Sri Lankan software organizations, estimated to be around 34,000 [1]. Data analysis was carried out using Pearson correlation and Linear Regression. In the present study Monetary Rewards, Non-Monetary Rewards and Reward Frequency were negatively correlated with Employee Turnover. This means that as the Monetary Rewards and Non-Monetary Rewards are less, and the rewards are offered at lesser frequency, employees tend to turnover more in IT organizations. Detailed analysis revealed that long term monetary rewards are more successful in retaining employees which are offered at semi-annual intervals. This research brings out valuable results that can be incorporated in organizational performance reward policy by the top managements making a special emphasis on the turnover of their employees. The research findings hint on other avenues in performance rewards at workplace and its impact on the individuals that could be explored as future research.
机译：几乎所有的IT组织都执行绩效奖励计划，以根据员工的绩效评估和补偿员工。但是，并非所有的奖励方案都能有效留住员工，因此，本研究试图揭示最有效的奖励类型，这些类型可以帮助IT组织最大程度地减少员工流失。本研究通过在线调查使用定量方法。这项研究的人口是在斯里兰卡软件组织中工作的软件专业人员，估计约为34,000 [1]。使用Pearson相关和线性回归进行数据分析。在本研究中，货币奖励，非货币奖励和奖励频率与员工流失呈负相关。这意味着，随着货币奖励和非货币奖励的减少，并且提供奖励的频率降低，员工倾向于在IT组织中增加营业额。详细分析显示，长期金钱奖励在保留每半年一次的雇员方面更成功。这项研究提出了有价值的结果，这些结果可以由高层管理人员特别重视员工流动率而纳入组织绩效奖励政策中。研究发现暗示了工作场所绩效奖励的其他途径及其对个人的影响，可以作为未来的研究来探索。

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