Monetary rewards and the moderating role of generational cohorts on employee loyalty, absenteeism, satisfaction, employee performance and turnover intentions. A case study of front-line care assistants in the care sector in England.

Emasealu, Temitope

Abstract

The past three decades have witnessed many academic scholars studying the
relationship between monetary rewards and employee behaviours from an age/generational
cohort perspective. Behaviours such as loyalty, absenteeism, satisfaction, employee
performance and turnover intention have gained a wider interest due to their perceived
importance to the overall success of a business. Whilst previous empirical research conducted
on this topic produced mixed results, there has been limited literature on the relationship
between these variables among care workers in the care sector in England.
Thus, the purpose of this research is to investigate the relationship between monetary
rewards and five employee behaviours such as loyalty, absenteeism, satisfaction, employee
performance and turnover intention of multi-generational frontline care workers within the care
sector in England. Using a mixed method analysis and an explanatory sequential design, an
empirical investigation was undertaken to examine the impact of monetary rewards on the
behaviours mentioned above among frontline care workers working in care homes in England,
and the potential role of generational cohorts in the relationship between monetary rewards and
these behaviours within the selected population and sector.
A survey instrument adjusted to suit the care sector, including interview questions
developed from the findings from the quantitative analysis, were used in drawing conclusions
from 183 survey respondents and 20 interview participants. The findings from the bivariate
regression analysis indicate that monetary rewards significantly predicted Loyalty (F – 1, 183
= 182.603, p<0.01), (2) Absenteeism (F -1, 183 = 5.251, p<.05), (3) satisfaction (F -1, 183 =
190.041, p<0.05), (4) Turnover Intention (F – 1, 183 = 193.634, p<.05) except performance (F
– 1, 183, = 1.456, p>.05), whilst the moderation analysis results found no influence of
generational cohorts on the relationship between monetary rewards and the five employee
behaviours amongst the intended population and sector. Furthermore, the thematic analysis
produced similar results thus, corroborating the findings from the quantitative analysis. Out of
the 20 interviews conducted, 76% of interviewees agreed that monetary rewards were a major
consideration for being with an employer, whilst 57% did not think age/generational cohort
was a moderating factor as most of the participants believed financial commitments and
priorities were the driving factor for wanting a higher rate.
Based on the research findings, this research aimed to contribute to the existing
literature and provide original insights into the relationship between these variables among care
assistants who have had very little academic awareness on the influence of monetary rewards
on their behaviour. Thus, the findings from this research would be valuable for HR practitioners
and care home providers in addressing the challenges of managing a multi-generational
workforce with varying attitudes towards reward management. The research findings aim to
enable practitioners to develop effective reward strategies that can attract, motivate, engage,
and retain talented individuals.

Citation

Emasealu, T. (2024). Monetary rewards and the moderating role of generational cohorts on employee loyalty, absenteeism, satisfaction, employee performance and turnover intentions. A case study of front-line care assistants in the care sector in England. (Thesis). The University of Salford

• Thesis Type: Thesis
• Deposit Date: May 29, 2024
• Publicly Available Date: Jul 1, 2024
• Award Date: May 31, 2024