Pay Satisfaction, Perceived Organizational Support, and Turnover Intention Among Security Guards
DOI:
https://doi.org/10.70670/sra.v4i1.2021Abstract
Objective: The private security industry comprises more than 43 million employees but experiences an alarming turnover ranging from 100% to 300% per year. This study sought to determine the effect of PS on TI among security guards by focusing on POS as a mediator.
Method: The study adopted a quantitative cross-sectional survey design. Purposive sampling technique was used to collect data from 250 guards (98.4% males, average age 31.4 ± 7.2, average tenure 14.2 ± 5.6 months) recruited from seven private security agencies in Faisalabad, Pakistan. Data were collected on standardized scales such as Pay Satisfaction Questionnaire (Heneman & Schwab, 1985); Survey of Perceived Organizational Support-Short Form (Eisenberger et al., 1986), and Turnover Intention Scale (Mobley et al., 1978). Mediation hypothesis was examined using PROCESS Macro by Hayes (Model 4) with 5,0
Results: All instruments were found reliable (α = .86-.89). The association between PS and TI was statistically significant (r = -.41, p < .001), and so was the association between PS and POS (r = .53, p < .001). Furthermore, the association between POS and TI was statistically significant (r = -.58, p < .001). POS partly mediated the PS-TI relationship (indirect effect = -.24, SE = .04, 95% CI [-.33, -.17]) contributing 54% of the total effect.
Conclusion: Organizational Support is one of the major psychological processes responsible for the negative relationship between pay satisfaction and turnover intention among security guards. Pay satisfaction improves the perception of value, resulting in a lower level of turnover intention. Companies that are unable to give generous wage packages to their employees may succeed in retaining staff by adopting positive supervision practices.
