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Erbach, Thomas (2024) The Impact of Non-Statutory Benefits on Employee Retention in the German Manufacturing Industry. PhD thesis, University of Gloucestershire. doi:10.46289/ROPF2087
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14902 Erbach, Thomas (2024) The Impact of Non-Statutory Benefits on Employee Retention in the German Manufacturing Industry.pdf - Accepted Version Available under License All Rights Reserved. Download (104MB) | Preview |
Abstract
The manufacturing industry in Germany is currently facing a labour shortage. Accordingly, retaining skilled employees (and managers, in particular, due to their strategic importance) is a key task for human resources (HR) managers to ensure that their organisations can operate successfully. While compensation is a major element in employee retention, its availability is limited and should therefore be employed strategically. Despite the fact that the non-statutory variety makes up approximately 15% of the overall compensation in Germany, there is a paucity of studies investigating how non-statutory benefits impact retention. This especially concerns the influence of non-statutory benefits and their diversification on job satisfaction, motivation, and retention. This research aims to provide companies with more comprehensive knowledge about how to balance compensation packages and increase retention. The methodological approach of this thesis is grounded in post-positivism, which acknowledges both quantitative and qualitative approaches, but affords greater importance to the former. In order to investigate the above-stated issue, the researcher designed a questionnaire and collected responses from 381 participants via the online platform SurveyMonkey. The researcher then analysed the questionnaire responses using factor and regression analyses. The results from the analyses support the role of non-statutory benefits in terms of the organisational goal of retention. However, their large impact on improving job satisfaction and motivation indicates the existence of additional relevant factors that determine turnover intentions. Therefore, compensation policies can certainly be optimised through focusing on the relevant non-statutory benefits, due to their being one part of the puzzle of understanding the determinants of job satisfaction, motivation, and turnover intentions.
| Item Type: | Thesis (PhD) | |||||||||
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| Uncontrolled Keywords: | Employee retention; Manufacturing industry; Labour shortage; Non-statutory benefits; Compensation policies; Employee motivation; Job satisfaction | |||||||||
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD2350.8 Large industry, Factory system, Big business H Social Sciences > HF Commerce > HF5001 Business > HF5549 Personnel management. Employment management |
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| Divisions: | Schools and Research Institutes > School of Business, Computing and Social Sciences | |||||||||
| Depositing User: | Anna Kerr | |||||||||
| Date Deposited: | 24 Mar 2025 15:05 | |||||||||
| Last Modified: | 26 Mar 2025 12:22 | |||||||||
| URI: | https://eprints.glos.ac.uk/id/eprint/14902 |
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