Pay is no longer sufficient to retain accounting professionals

Pao Yue-kong Library Electronic Theses Database

Pay is no longer sufficient to retain accounting professionals


Author: Lee, Kit-yi
Title: Pay is no longer sufficient to retain accounting professionals
Degree: M.Sc.
Year: 1998
Subject: Accountants -- China -- Hong Kong
Accountants -- Job satisfaction -- China -- Hong Kong
Compensation management -- China -- Hong Kong
Labor turnover -- China -- Hong Kong
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: vii, 89 leaves : ill. ; 30 cm
Language: English
InnoPac Record:
Abstract: Compensation package is a common tool used by organizations to retain valuable employee. And people also seem to put a heavy emphasis on it, especially the pay components, when they make the decision to leave the current employment. Actually, prior studies have found the positive relationship between pay and job satisfaction. For example, Bruce (1991) found in his study that salary was the most influential reward strategy for attracting or retaining the employees. However, with the gradual improvement of fringe benefits in recent years, the position of pay within compensation package may have some change and thus its relationship with turnover may also be affected. The primary purpose of this study was to explore the relevance of compensation package in the turnover intention of accounting professionals. The reason for selecting accounting professionals as subjects of research was that they held senior post within the organization and entitled a comprehensive and attractive compensation package. In the analysis of turnover intention of accounting professionals, organizational commitment and professional commitment were also taken into consideration. The accounting professionals in this study only referred to the qualified members of the Hong Kong Society of Accountants. 380 out of 13,225 members were selected in random and sent the questionnaire. However, the response rate was very low. Total useful responses were only 46 (i.e. 12.1%). The data of this study was gathered by means of mail questionnaire. The questionnaire was divided into three sections. Section one was about the satisfaction of respondents towards their current compensation package and the importance of their desirable compensation package. Section two was about the opinions of respondents to organizational commitment, professional commitment and turnover intention. The last section was about the demographic data of respondents. The data collected was then analyzed by means of descriptive analysis, analysis of variance and multiple regression. After the data analysis, several conclusions were drawn. Firstly, the satisfaction to current compensation package was insignificantly different among accounting professionals by the levels of gender, age and industry. Secondly, the importance of desirable compensation package was also insignificantly different among accounting professionals by the levels of gender, age and industry. Thirdly, among three variables of gender, age and industry, industry was most important in explaining the variances of first two conclusions, except some occasions. Lastly, organizational commitment, professional commitment and satisfaction to current compensation package together did not significantly explain the variance of turnover intention among accounting professionals.

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