Importance of Salary Packages and Benefits for Employee Turnover in Singapore SME Food Manufacturing Industry

The aim of the research is to understand the importance of the salary packages and benefits and its impact on the employee turnover rate of the younger generation in Singapore small and medium enterprise (SME) food manufacturing industry.

Running head: DISSERTATION
Importance of salary packages and benefits for employee turnover for younger generation in
Singapore SME food manufacturing industry
Name of the Student
Name of the University
Author Note

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Acknowledgement
Thank you to all of those who have assisted me, heeded and encouraged me throughout this
study. I am indebted to my supervisor ……………………. whose leadership, guidance and
endurance have been infinite. My sincere thanks to all members of the…………… [Mention
your university/college name], both staff and students, whose continuous support have made this
thesis possible.
I would like to thank all of the participants in the study: students, teachers and Local Education
Authorities, for the time and help given throughout.
Finally, I thank my family, without whom this thesis would not have been started or completed!
Your encouragement and support have never faltered; thank you.

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Abstract
The aim of the research is to understand the importance of the salary packages and benefits and
its impact on the employee turnover rate of the younger generation in Singapore small and
medium enterprise (SME) food manufacturing industry. In this respect, Chapter one of the
research focuses on the purpose of the research study under investigation. This chapter also
emphasis on the different research objectives and research questions which are examined and
answered in the course of the research work. Chapter two discusses the previous sources of
literature that has already been done in this particular field. In this respect, this chapter examines
the different books, academic journals and articles which deals with the food manufacturing
industry of Singapore. Furthermore, this chapter also looks at the various reasons which affect
the salary benefits of the employees. Chapter three notes down the research methodology which
is followed in order to execute an effective research work. The positivism research philosophy
has been adhered to in this research study, along with deductive research approach and
descriptive research design. The researcher has surveyed several employees who work in the
food manufacturing sector of Singapore. The results from this survey has been analyzed with the
help of quantitative analysis so as to get an objective understanding of the data so collected.
Chapter four analyzes all the findings of the research in the previous chapters. This information
is linked to the data collected from the literature review section so as to give a concrete
understanding to the research questions. In this respect, this chapter has analyzed the data with
the aid of co-relation analysis and regression analysis. Chapter five aligns this data derived with
the information collected in the literature review section in order to understand how the elements
of salary packages and benefits impact the factor of employee turnover rate. Chapter six provides
the concluding chapter of the research study under investigation. This chapter links the research

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objectives so as to get a holistic idea about the research work. This chapter also provides certain
recommendations as to how the salary packages can be improved so that the employee turnover
rate is positively impacted upon.

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Table of Contents
Chapter 1: Introduction..................................................................................................................10
1.0 Overview..............................................................................................................................10
1.1 Problem Statement...............................................................................................................11
1.2 Research Aim.......................................................................................................................12
1.3 Research Objectives.............................................................................................................12
1.4 Research Questions..............................................................................................................12
1.5 Research Rationale..............................................................................................................13
1.7 Summary..............................................................................................................................13
Chapter 2: Literature Review.........................................................................................................15
2.0 Overview..............................................................................................................................15
2.1 Conceptual Framework........................................................................................................15
2.2 Meaning of salary packages.................................................................................................16
2.4 Meaning of Benefits............................................................................................................17
2.3 Meaning of employee turnover rate.....................................................................................17
2.4 Factors affecting the salary packages of the employees......................................................18
2.5 Factors affecting the benefits that are given to the employees............................................25
2.6 Factors influencing the employee turnover rate..................................................................27
2.7 Salary packages and benefits impacting the employee turnover rate..................................29
2.8 Singapore SME food manufacturing industries...................................................................30

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2.9 Hypothesis...........................................................................................................................30
2.10 Summary............................................................................................................................30
Chapter 3: Research Methodology................................................................................................32
3.0 Over view.............................................................................................................................32
3.1 Research Framework...........................................................................................................32
3.2 Research Philosophy............................................................................................................32
3.3 Research Approach..............................................................................................................33
3.4 Research Strategy................................................................................................................33
3.5 Research Instrument............................................................................................................34
3.6 Survey Design......................................................................................................................34
3.7 Population and Sampling.....................................................................................................35
3.8 Ethical Considerations.........................................................................................................35
3.9 Data Collection and Analysis..............................................................................................35
3.10 Limitations.........................................................................................................................36
3.11 Summary............................................................................................................................36
Chapter 4: Data Findings and Analysis.........................................................................................37
4.0 Over view.............................................................................................................................37
4.1 Descriptive analysis.............................................................................................................37
4.1.1 Demographic analysis...................................................................................................37
4.2 Inferential analysis...............................................................................................................53

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4.2.1 Co-relation analysis......................................................................................................53
4.2.2 Regression analysis.......................................................................................................62
4.3 Summary..............................................................................................................................64
Chapter 5: Discussion....................................................................................................................66
5.0 Over view.............................................................................................................................66
5.1 Data Analysis.......................................................................................................................66
5.2 Summary..............................................................................................................................71
Chapter 6: Conclusion and Recommendation...............................................................................72
6.0 Conclusion...........................................................................................................................72
6.1 Linking with objectives.......................................................................................................72
6.2 Recommendation.................................................................................................................73
6.3 Future Scope of study..........................................................................................................74
References:....................................................................................................................................76
Appendix........................................................................................................................................87
Questionnaire.............................................................................................................................87

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List of Figures
Reference Figure Page Number
Figure 1 Conceptual Framework 14
Figure 2 Pie chart distribution of
gender
35
Figure 3 Bar diagram of gender 36
Figure 4 Histogram distribution of
gender
37
Figure 5 Pie chart distribution of age 38
Figure 6 Bar diagram of age 39
Figure 7 Histogram distribution of age 40
Figure 8 Pie chart distribution of
current job level
41
Figure 9 Bar diagram of current job
level
42
Figure 10 Histogram distribution of
current job level
43
Figure 11 Pie chart distribution of scale
of organization
44
Figure 12 Bar diagram of scale of
organization
45
Figure 13 Histogram distribution of
scale of organization
46

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Figure 14 Pie chart distribution of
duration of work
47
Figure 15 Bar diagram of duration of
work
48
Figure 16 Histogram distribution of
duration of work
49
Figure 17 Pie chart distribution of
salary packages and benefits
and its impact on employee
turnover rate
50
List of Tables
Reference Title Page
Table 1 Assessing the relationship
among the factors affecting
salary
53
Table 2 Assessing the relationship
among the factors affecting
benefits
56
Table 3 Assessing the relationship
among the factors affecting
employee turnover
58
Table 4 Correlation analysis 61

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Table 5 Regression analysis of salary
packages and employee
turnover
63
Table 6 Regression analysis of
benefits and employee
turnover
64

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Chapter 1: Introduction
1.0 Overview
The contemporary world of today has seen a surge in the number of industries. The
process of industrialization had been introduced in order to ease the lives of the human beings in
the society (Schuck and Rabe-Hemp 2018). A considerable change in the functioning of the
industries which can be noticed in the modern time period is that the market structure is
organized on the basis of capitalist economy. This means that the industries are required to focus
on the aspects of competition and merit. The primary objective of every business organization is
to increase its level of profit margin (Lee and Sabharwal 2016). In this respect, the different
business firms are motivated to increase its level of production. Most of the level of production
depends on the work efficiency of the employees. This observation points to the importance of
the employees in the position of the business firms. There is a need on the part of the
management of every business organization to ensure that the concerned employees are
sufficiently compensated in the form of better salary packages (Chi, Yeh and Guo 2018). The
rise in the salaries of the employees leads to a consequent rise in the turnover rate of the
employees.
Every employee work in a business organization with the aim of earning some
compensation for the hard work done by him or her in the firm. This compensation is primarily
given in the form of salary and wages (Meng, Lu and Shen 2018). However, simply providing a
basic salary and wage is not enough. After working for a considerable period of time, every
employee is of the idea that their salary would increase at a significant pace. In this regard, salary
benefits are quite essential to keep the employees motivated to work in an efficient manner. On
the other hand, the employee turnover rate refers to the condition where there is presence of a

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steady team of employees within an organization (Cloutier et al. 2015). This occurs when the
employees are properly inspired to work in a particular business firm and they do not find any
reason to leave their place of work. A positive employee turnover rate has a positive impact on
the image of the firm in question (Silva and Galbraith 2018).
The country of Singapore is known as the food paradise of the world. This developed
country situated within South East Asia has a very strong economy. It also serves as one of the
leading tourist spots in the world due to its technological developments. In the year 2017, the
food manufacturing industry had employed nearly forty eight thousand employees and
contributed around $4.3 billion to the country’s Gross Domestic Product, which is nearly 1.1%
of the GDP of the country (Matthew Kovac, 2019). Due to the profitability of this industry, there
is a need on the part of the country to harness this opportunity by ensuring that the level of
production increases by a significant level at a continual pace (Grissom and Mitani 2016).
1.1 Problem Statement
The functioning of a business organization depends upon the efficient working of its
constituent units such as the management level, the employees, proper sources of raw materials
and adequate capital. Among all these constituent units, it is the hard work of the employees
which determine the production level of the organization. This provides evidence to the
importance of the employees within any business firm. In order to ensure that the employees
work hard in their place of work and effectively contribute to the growth and development of the
company, it is necessary that the employees are adequately compensated. The turnover rate of
the employees depend upon the salary packages they receive from the company. However, it is
difficult to establish a singular positive correlation between the salary packages received by the
employees and their turnover rate.

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1.2 Research Aim
The aim of the research is to understand the importance of the salary packages and
benefits and its impact on the employee turnover rate of the younger generation in Singapore
small and medium enterprise (SME) food manufacturing industry.
1.3 Research Objectives
The purpose of the research is to find out if salary package and benefits is the most
significant factor among younger generations towards employee turnover in Singapore’s SMEs
food manufacturing industry or there is other factors under their persectives. Consequently, this
report seeks:
1. To measure the influence of independent variables determined to the dependent variable
2. To identify the importance of pay package and other factors which influence turnover
3. To understand the relationship intention to leave and turnover
This research hope to uncover the main factors and give suggestions in helping them to
put in place better policies and practices to reduce turnover rate.
1.4 Research Questions
The study on the food manufacturing industry in Singapore’s SMEs seeks to identify the
significance of salary packages and benefits to employee turnover. The following research
questions will be investigated on:
1. Does a significant relationship exist between salary packages and employee turnover in
Singapore SMEs food manufacturing industry?

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2. Does a significant relationship exist between other benefits and employee turnover in
Singapore SMEs food manufacturing industry?
1.5 Research Rationale
Employees are the most important constituent units of any industry. Their hard work and
diligence in the industry ensures that the level of production of the business firm is always
competitive in nature (Urban and Botez 2016). In this respect, it is essential that the employees
remain properly motivated in their place of work. One of the most important motivators for any
individual to work is that of salary and wages. In other words, if a particular individual receives a
good salary package and other benefits, then chances are he or she would be inspired to work in
an efficient manner (De Haro, Castejon and Gilar 2018). In this respect, the salary packages
become an important determinate for any individual in the place of their work (Jackson and
Wilton 2017). This research is significant in the sense that it analyzes the impact of a good salary
package on the work efficiency of the employees. The research focuses on the country of
Singapore whose food industry has a dominating presence in the country. The proper utilization
of this sector is necessary as it has the potential to make significant contributions to the growth
of the country (Conrad 2015). By understanding the different factors which influence the
employee turnover rate, the research aims to provide valuable source of information to contribute
positively to the growth of the country.
1.7 Summary
To summarize, this chapter lays down the aim of the research. The aim of the research is
to understand the importance of the salary packages and benefits and its impact on the employee
turnover rate of the younger generation in Singapore small and medium enterprise (SME) food

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manufacturing industry. It also outlines the research objectives and research questions. The
significance of the research is also mentioned in this chapter.

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Chapter 2: Literature Review
2.0 Overview
This chapter aims to understand the issue of employee turnover rate as experienced in the
younger generation of people. There are various factors which effects this employee turnover
rate, one among them being the salary packages that are provided to the employees. In this
respect, the aim of the research is to understand the importance of the salary packages and
benefits and its impact on the employee turnover rate of the younger generation in Singapore
small and medium enterprise (SME) food manufacturing industry.
2.1 Conceptual Framework

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Figure 1: Conceptual Framework
(Source: Created by the Author)
2.2 Meaning of salary packages
The efficient working of a business organization depends upon the work done the
workers who are employed in such business firms. According to Schuck and Rabe-Hemp (2018),
the remuneration that is received by the employees of such an industry is known as salary
packages. The salary packages therefore refer to the basic pay that is given to the employees of
the business firms for the work that is done by them.
Salary
packages of
the employees
Employee turnover
Ability to pay
Prevailing rate of
market
Bargaining power of
trade unions
Regulations of the
Government

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However as argued by Lee and Sabharwal (2016), there are many components within a
salary package and not simply the amount that is paid to the workers and the employees in return
for the work that is done by them. These factors include the bonuses that are paid during the
occasion that an employee works over time. In the context of this research, the meaning of salary
packages is important to understand as the main aim of the research study under investigation is
to understand the impact of salary packages on the employee turnover rate in the younger
generation of Singapore.
2.4 Meaning of Benefits
Benefits refer to, in the words of Ribes, Touahri and Perthame (2017), the various non-
monetary advantages that are paid to the employees of an organization in lieu of the work that is
done by them. They are given to the workers over and above the salary packages that are
received by them. As argued by Longoni and Cagliano (2016), there are various factors which
influences this element of benefits. These factors can be observed to be the medical benefits that
are given to them, insurance benefits and number of leaves among a host of others. According to
Iqbal, Guohao and Akhtar (2017), such benefits are important to ensure that the employees are
kept satisfied and comfortable in their place of work.
2.3 Meaning of employee turnover rate
According to Kim and Cho (2016), the people residing within an economy needs to work
in order to earn their basic means of subsistence. This includes the basic shelter opportunities,
food and a chance to be clothed. In this regard, all human beings are desirous of finding an
employment opportunity for themselves. All of these people form a part of the labor work force
within that particular economy.

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However, as argued by Anitha (2016), often times it can be observed that due to various
reasons, many employees do not attend their place of work in a proper manner. The reasons may
be varied in nature and may include factors such as dissatisfaction with the environment of the
work place, unhappiness with the salary that is received by them, problems with the superiors
and cases of corruption within the work place. As opined by Lee and Chen (2018), all of these
different factors affect the employee turnover rate in a negative manner whereby the employees
stop coming to their organization for a period of time. This consequently has an adverse impact
on the production level of the organization and the profit level of the firm. Thus, the factor of
employee turnover rate is quite essential to be taken care of within the proper and efficient
functioning of a business organization.
Thus, according to Aruna and Anitha (2015), employee turnover rate can be defined as
the percentage or the number of people working within an organization who leave the business
firm for a variety of reasons and are replaced by new employees in their respective field. A
higher turnover rate within a business organization shows the incapability of the firm to conform
to the wishes and needs of the employees. Furthermore, as argued by Schaltegger, Hansen and
Lüdeke-Freund (2016), there might also be a chance that a new employee might not be as
productive as an old employee. This again, negatively affects the growth and development of the
concerned business firm in question. Thus, there is a need on the part of the managers of a
particular business firm to ensure that the employees are kept happy within their place of work.
This happiness can be given in many different forms, one of them being in the form of a good
salary package.

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2.4 Factors affecting the salary packages of the employees
There are many different factors which affect the salary packages that are given to an
employee who works within a formal business organization. Such factors may range from ability
to pay, the prevailing cost in the market of the different factors of production and labor wages,
the cost of living of the people within the society, the ability of the formally established trade
unions within the business firm to collectively bargain for a higher form of wages and salaries
for the workers in the event of a more relaxed working conditions and work hours and the
regulations of the government. According to Cuervo-Cazurra (2016), all of these factors among
many have the influential role on the factor of salary packages and has the power to either reduce
the salary packages that are given to the employees or increase them.
The ability to pay the employees their desired level of salary packages depend upon two
important elements of the level of production and the size of the business firm.
The ability to pay within a particular business organization depends upon the production
level of that business firm. In other words, according to Santos, Pache and Birkholz (2015), if the
production level of a firm is high and the produced goods and services are effectively sold to
the target consumers, then the business firm stands to make a lot of profit. This ensures that the
level of employee turnover rate is minimal in scope.
However, as argued by Noe et al. (2017), if the level of production of a firm is low and
the goods and services are not sold to the target consumers in an efficient manner, then the firm
would be unable to pay any kind of higher salaries to the employees. In this case of a low salary
packages, the employees are bound to leave the organization, leading to a higher margin of
employee turnover rate.

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Moreover as stated by Cui and Wiggins (2017), the wages and the salaries of a particular
business organization is paid by the managers or the owners of that firm. In a small scale
business organization, the number of owners of that firm is very limited. As a result, they are
the ones controlling all the different processes of production and manufacturing. According to
Arndt and Harkins (2017), since they have a centralized form of control over the working of the
business firm, it becomes possible for them to also control the salaries that are paid to the
employees of that firm. However, as argued by Cascio (2015), within the next month when the
firm does not perform as well as the previous month or faces a considerable loss, the salaries
paid to the employees are reduced. This quick decision taking capability of the owners of a small
scale business firm highly affects the ability to pay the salaries to the employees.
Furthermore, as opined by Philips (2017), in the context of a big scale industry, there are
many owners of the firm. They are known as the shareholders. Such shareholders may not
originally invest in the starting up of the organization, but may invest later and have a vested
interest in the efficient functioning of the organization. In this sense, as stated by Rima (2015),
the viewpoints of all the shareholders need to be taken before making any adjustment in the
amount of salaries and wages that are paid to the employees who work within that business firm.
Thus, according to Grossman et al. (2017), it is quite difficult for the employer to change the
salary structure of an employee at a short notice.
A second factor which affects the salary packages is the prevailing rate of market. The
prevailing rate of market of the laborers and the employees affect the salary packages that are
given to the people working within a particular industry. Two different factors affect the
prevailing rate of market, that is the salaries and wages that are given to the employees of the

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other business organization in the economy and the ability of the concerned firm to pay that
amount to their own employees.
In a particular economy, there are many different business organizations which are
functioning simultaneously. According to Dobbelaere and Kiyota (2018), the growth and
development of that economy depends upon the effective functioning of such business firms. In
this regard, it can be seen that the functioning of the firm depends upon the productive level of
the employees. In other words, as opined by Alonso (2016), if the employees work in an efficient
manner whereby they are producing the different goods and services required of them to their
potential, sometimes even exceeding their mark, then the concerned firm in question stands to
make more profit. This profit in turn, leads to the boosting up of the growth of the economy. If
the economy performs well, as opined by Lawrence (2016), there is a high likelihood that the
salaries and wages that are paid to the different employed workers would also rise as a
consequence. According to Gourevitch et al. (2016), this is so done to ensure that the employees
do not leave a firm to work in some other because they are being paid low salaries.
However, as argued by Hanson (2016), another important factor which influences the
prevailing rate in the market is the ability of the concerned firm to pay the prevailing salary
amount to their workers. According to Beharrell and Philo (2016), often times it has been
observed that a particular firm is not performing well in spite of the other business organizations
in the economy facing a boom in their business. This may occur for a variety of reason, one of
which might be that the goods and services sold by that firm are not being able to create the
necessary demand among the target consumer market. In such a scenario, even if the production
level of that firm is high, its sales volume is low. In this regard, there are negligible or no profit

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which is made by the firm. As opined by Pulignano, Ortiz Gervasi and De Franceschi (2016), as
a result, the salaries paid to the employees remain at a basic minimum level.
The bargaining power of the trade unions also impact salary packages. The salaries that
are paid to the employees are influenced by the activities of the trade unions. However, this
bargaining power of the trade unions depend a lot on the cohesive nature of the trade unions
and their ability to bargain effectively with the management.
According to Hammer and Avgar (2017), trade unions in one of the most important
constituent units within a business organization. The members of the trade unions are taken from
different positions of the organization and sometimes even from outside sources in order to
maintain impartiality within the union. However, as argued by Budd (2017), often times it is
observed that such trade unions are not effectively organized. The main work of a trade union
is to ensure that the employees within that firm are given a comfortable and safe working
environment. However, if the trade unions are unable to maintain their cohesiveness, it adversely
affects their bargaining power. In such a scenario, the employees are not paid their deserved
wages and salaries and therefore, the organization is likely to experience a higher margin of
employee turnover rate.
However, as argued by Bailey and Thomas (2017), another important factor which affects
the bargaining power of the trade union is the ability of the members of the trade unions to
bargain effectively with the management about the needs and wishes of the employees.
According to Kettl (2015), the members of the trade unions need to have an affirmative voice
and be able to strongly protest in favour of the workers. Such a firm role of the trade unions
would guarantee to the employees a better salary package which in turn, would be able to ensure
a lower employee turnover rate.

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However, as argued by Cuff Mongrain and Roberts (2017), in many cases, the members
of the trade unions are ineffective to bargain properly with the management. In this sense, as
opined by Countouris (2016), their inability to bargain effectively in favor of the employees
negatively impact the salary packages which has a consequent negative impact upon the
employee turnover rate.
A fourth factor which impacts the salary packages is the regulations of the government.
Another important factor which influences the salary packages that are given to the employees of
a business firm is the regulations of the government. The different components which affects the
regulations of the government are the prevailing social-economic scenario of the country and
the ideology of the government that is at the centre during that point of time.
According to Chaurey (2015), the effective functioning of a business firm situated in a
particular nation state is dependent on the social-economic characteristics of that country. For
instance, if the country believes in the institution of a capitalist market, then the different
business firms would be allowed to compete with each other on a meritorious basis. As opined
by Adjibolosoo (2018), in this scenario, the salary packages are influenced by how well the firm
performs within such a market place as compared to the other firms. If the firm performs
negatively, lower salaries are given to the employees which thereby ensures that the firm faces a
higher rate of employee turnover.
However, as argued by Greenwald (2018), in a socialist form of market structure, the
government has a preponderant role to play within the market place. In other words, it interferes
with the working of the business firms as the main purpose of such a government is to ensure the
welfare of the people in the economy. In this case, it can be seen that the employee turnover rate
is quite negligible.

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Furthermore, as argued by Chen and Horton (2016), the regulations of the government
which affects the salary packages of a business firm is also impacted by the ideology of the
government which is ruling the state during that point of time. According to Webber (2015), if
the government is liberal in nature, then there is a high chance that the different business
organizations would be left to function in a manner as they desire. In this respect, the salary
packages can be determined by the firms in accordance with the level of profit they experience in
the different seasons.
However, in the opinion of Dube, Lester and Reich (2016), if the government in question
is strict in nature and wants to uphold the rights and freedoms that are guaranteed to the people
of the country, then the governmental officials might formulate such laws and policies which
might interfere with the working of the business organizations. This ensures a stability in the
lives of the employees and therefore, they are less likely to leave the organization they work in.
A fifth factor which influences the salary packages that is received by the employees is
the cost of living. According to Leveno, Nelson and McIntire (2016), cost of living refers to the
amount that is needed by an individual in order to survive in the world. The factor of cost of
living is depended on two other elements that is the place that one lives in and the amount of
salary that one receives.
In the words of Azar, Marinescu and Steinbaum (2017), the location of a person largely
defines the standard of living of that individual. In this sense it can be noticed that those people
who in the city, have a higher cost of living as compared to the people who live in the suburbs.
According to Chaure (2015), this is due to the fact that the products and services in the city are
more expensive than in the rural areas. Such services are not demanded in the rural areas do to
which their supply in such areas are that extensive.

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However, as argued by Kettl (2015), in the city areas, the living cost is quite high. This is
due to the fact that the major industries and places of work are located in the city areas. The
number of people in such places are considerably high and their demand for various goods and
services is also high. Thus, as a result, as stated by Countouris (2016), the price of such services
and goods rise up, consequently increasing the cost of living in the city life.
2.5 Factors affecting the benefits that are given to the employees
An employee works for the sole purpose of gaining a good salary package which is paid
to them in the form of monetary means. However, as stated by Alshathry, Clarke and Goodman
(2017) the monetary benefits are not the only benefits which are needed by the employees. In
this respect, it can be noticed that the employees need many other benefits which can be given to
them in the form of medical benefit, insurance benefit, fringe benefits, pay leave and number of
days leave. All of them have a significant part to play in deciding the employee turnover rate.
According to Anitha (2016), medical benefit is important for the employees especially
those who work in hazardous industry. The dangerous work that is done by them is important for
the production of the company. Thus, in turn, as stated by Al Mamun and Hasan (2017), it is the
responsibility of the firm to ensure that they are medically insured. This means that any injury
that occurs to them during the working hours in the industry they are working in, the medical
expenses would be borne by the organization. This, in turn, as argued by Pittino (2016),ensures
that the employees are properly taken care of, thereby reducing the likelihood of them leaving
the business organization.
However, as argued by Bailey and Thomas (2017), it is the insurance benefit which is
more important for the employees. The insurance benefit is wider in scope than the medical
benefit as it covers a host of other injuries that a person may face in the course of his or her

26DISSERTATION
work. For instance, according to Likhitkar and Verma (2017), the insurance benefit can give a
female employee a paid maternity leave during the term of her pregnancy. During such a
scenario, it can be seen that the employees feel secured in their place of work, thereby effectively
reducing the employee turnover rate in that firm.
A fringe benefit, as stated by Stoyanova and Iliev (2017), refers to an additional material
benefit that is given to the employees over and above the salary package that is given to them.
According to Hammer and Avgar (2015), a fringe benefit may be in the form of a car which is
provided by the company for the travelling of an employee. This is essential, according to
Khandelwal, A. and Shekhawat (2018), as it helps the employees to execute their work in an
efficient and dedicated manner. Thus, as opined by West et al. (2019), in the case that employees
are given such benefits, they are reluctant to leave their place of work, thereby leading to a lower
employee turnover rate.
On the other hand, according to Greenwald (2018), the pay leaves are important benefits
which are given to an employee. In a year, several holidays are given to an employee beside their
weekend holidays on a weekly basis. However, Kossivi, Xu and Kalgora (2016) opined that it is
seen that when an employee takes an additional leave, the salary gets deducted. Pay leaves are a
form of benefit where such salary deduction does not happen when they take an additional leave.
This helps to promote the retention of the employees.
Number of days leave is another benefit which is given to the employees, according to
Chen and Horton (2016). During emergencies such as family emergency and other cases of
similar nature, an employee needs an immediate leave for a long period of time. As stated by
Aruna and Anitha (2015), the benefit should be given by an organization where the concerned

27DISSERTATION
employee still retains the job after coming back from such a leave. During the giving of such a
benefit, the productivity level of the employee is taken in to due consideration.
2.6 Factors influencing the employee turnover rate
The employee turnover rate refers to the percentage or the number of old employees who
leave the firm for various reason and the consequent percentage or number of new employees
who replace them in the process. According to Azar, Marinescu and Steinbaum (2017), in the
event that a particular business firm experiences a higher margin of employee turnover rate, it
signifies the ineffectiveness of the firm in question. On the other hand, as stated by Coile (2015),
if a firm faces a lower employee turnover rate, then it means that the firm in concern is able to
function in an effective manner. The various factors which affects the employee turnover rate are
paying less than the different industrial standards, posing unfeasible expectations on the
employees and not giving them enough recognition.
Before finding employment, the employees first try to understand the prevailing rate of
labor in the market. The factors which influence the industrial standards are the intention of the
firm to give the deserved pay to the employees and the market value of labor.
According to Ehrenberg and Smith (2017), when an employee then goes to seek work,
he or she is desirous of the idea that they would be given the same salary. However, in the event
that a concerned business firm fails to pay the minimum salary to their employees, the
employees in such organization becomes disoriented with their place of work. Under such a
scenario, in the words of Lee et al. (2017), the employees try to seek a better employment
opportunity somewhere else that pays them higher. In this process, the firm faces a higher
margin of employee turnover rate, which points to its incapability to retain its employees.

28DISSERTATION
However, as argued by Dubet (2015), if a particular business firm pays the market value
of labor to the employees, then there is a higher possibility that the employees in that firm would
not leave their place of work. They would believe they are getting the deserved pay, thereby
minimizing the employee turnover rate. This would, in turn, positively affect the production level
of the business.
Another important factor which affects the employee turnover rate is that of posing
unfeasible expectations on the employees. In this context, it can be seen that there are two
different components which influences unfeasible expectations that is the aim of the business
firm and the attitude of the supervisors towards the employees.
In the words of Brookhuis, De Waard and Janssen (2019), the vision and goal of a
business firm is very essential; it sets the business firm in a predesignated path. In this regard, it
can be observed that under the situation that a firm has a certain unattainable goal to achieve, it
poses a lot of challenge on the employees. In this regard, the employee turnover rate gets
negatively impacted.
However, as argued by Bradler et al. (2016), the attitude of the supervisors also impact
the employee turnover rate. It is the supervisors who designate the tasks and the responsibilities
to the employees. In the scenario that they give a particular responsibility to a person who is
incapable of doing it, it would lead to the tarnishing of the image of the business..
One of the most important factors which influences the employee turnover rate as
experienced in a company is that of the recognition opportunities that are given to them. In this
regard, the recognition opportunities are based on two other elements, that is the annual
appraisal system and a transparent system of promotion and giving of opportunities.

29DISSERTATION
As stated by Clarke and Mahadi (2017), the annual appraisal that occurs in any
business organization is essential for the employees. A employee enters a organization with a
basic minimum level of income. However, with every year, he or she is given a raise on this
salary, no matter how minimal. According to Thrasher et al. (2015), this acts a comfort to the
employees when they know that their standard of living would be higher as compared to the last
year.
However, as argued by Griffiths and García-Peñalvo (2016), the transparent system of
promotion also impacts the employee turnover rate of a business organization. Within any
organization there is a clear system of hierarchy and an employee staring at the bottom level has
a chance of reaching the top with hard work and determination. However, as opined by Ng
(2016), often times it can be observed that a concerned business firm is not too transparent about
its promotions. In this case, the company faces the challenge of a higher rate of employee
turnover.
2.7 Salary packages and benefits impacting the employee turnover rate
From the above discussion, it can be seen that salary packages and benefits have a
preponderant role to play on the issue of employee turnover. In the words of Doucet et al. (2016),
the employees are highly influenced by the amount of money that is given to them in the form of
wages and salaries. People work with the intention of being able to afford a decent standard of
living and this is only possible when they earn a decent wage. In this respect, it can be observed
that there are many different factors which influence the salary package that is given to an
employee. As argued by Klikauer (2016), it is the responsibility of the firm in question to ensure
that all the factors are taken in to consideration so that an employee can be given the deserved
salary. It is only when they receive their due pay that the employees would then work hard and in

30DISSERTATION
a determined manner. Furthermore, in the opinion of Clarke and Mahadi (2017), the factor of
benefits is also an important determinant which affects the concept of employee turnover rate.
The non-monetary advantages that are given to the employees act as the perks or incentives to
them which motivates them to work in an efficient manner. In this regard, there are many factors
which influence the employee turnover rate which needs to be taken in to consideration such as
the pay that is given to them and the recognition and rewards handed to the employees for their
hard work.
2.8 Singapore SME food manufacturing industries
The food manufacturing industries is quite a lucrative field within the territory of
Singapore. This country is a global hotspot for tourism and therefore, has seen quite a rapid
growth in its operation. However, the food manufacturing industries faces a lot of labour
turnover issues as the employees are made to function under very strenuous conditions. One
major challenge to man power is the shortage in the number of the native people who are willing
to work in such industries. Therefore, the employees are majorly migrants in nature which affects
the salary packages that are paid to them.
2.9 Hypothesis
H1o – There is no significant relationship exists between salary and employee turnover
H1a– There is significant relationship between salary and employee turnover
H2o – There is no significant relationship exists between benefits and employee turnover
H2a- There is significant relationship exists between benefits and employee turnover

31DISSERTATION
2.10 Summary
To summarize, this section analyzes the various sources of literature such as journals,
academic articles and books which discusses and examines the issue of salary packages and its
impact on employee turnover rate. The viewpoints of the different authors and scholars on the
issues of employee turnover rate and salary packages have been taken in to consideration within
this chapter. Furthermore, the different factors affecting the salary packages of the employees
have also been discussed and examined in detail within the course of this chapter.

32DISSERTATION
Chapter 3: Research Methodology
3.0 Over view
This chapter aims to understand the research methodology that has been employed in the
course of this research work. The aim of the research is to understand the importance of the
salary packages and benefits and its impact on the employee turnover rate of the younger
generation in Singapore small and medium enterprise (SME) food manufacturing industry.
3.1 Research Framework
In this research study, the research frame work known as the research onion has been
used. This ‘Research Onion’ was first propounded by Saunders who believed that it would help
the researcher in the course of their investigation (Silverman 2016). This methodology aided the
researcher to understand the different approaches which has been followed to collect the relevant
data in order to execute the research in an effective manner.
3.2 Research Philosophy
There are two different kinds of research philosophy which is followed in the course of
the work. They are the positivist research philosophy and the interpretivist research philosophy
(Taylor, Bogdan and DeVault 2015). The positivist research philosophy employs the scientific
understanding of the research work. On the other hand, interpretivist research philosophy tries to
understand the point of view of the other authors and scholars who have given an opinion on the
same issue.
This research study under examination has used the positivist research philosophy. In this
regard, it can be seen that the research has used the scientific approach in order to understand the
different factors which impacts the employee turnover rate. The different factors which have

33DISSERTATION
been analyzed are the salary packages and the benefits which are given to the individual workers.
This has helped to understand in an objective manner about the purpose of the research in an
efficient manner.
3.3 Research Approach
The two kinds of research approach which are employed in the execution of a research
work are the deductive research approach and the inductive research approach. The deductive
research approach attempts to make use of the existing theories and concepts in order to
understand the research work and its hypothesis (Smith 2015). As a result, there is already a pre-
existing notion of a hypothesis. The inductive approach on the other hand, does not employ the
use of any existing theories and concepts. On the other hand, such research work tries to develop
a new theory after analyzing all the relevant collected data.
This research work uses the deductive approach in the process of the investigation. In this
regard, it can be seen that the focus of this research is to understand how the factors of salary
packages and benefits affect the employee turnover rate. The use of deductive approach has
enabled the researcher to take in to consideration the previous theories and concepts regarding
the salary packages and benefits (Palinkas et al. 2015). Such theories has been examined in detail
in order to comprehend how it effects the employee turnover rate. Thus, deductive approach is
needed for the effective understanding of the topic under scrutiny.
3.4 Research Strategy
The collection of data is essential for the proper understanding and execution of any
research work. There are two ways of collecting data, that of the primary data collection process
and the secondary data collection process (Sutton and Austin 2015). This research study under

34DISSERTATION
scrutiny employs the use of primary source of data collection. Fifty employees belonging to the
SME sector of the food manufacturing industry in Singapore have been interviewed. Their
viewpoints regarding the salary packages received by them and the benefits given to them have
been taken.
This collected information, in turn, has been analyzed with the aid of qualitative data
analysis technique. The utilization of the qualitative analysis data technique has aided the
researcher to get a comprehensive in-depth understanding of the research topic under
consideration (Forrester and Sullivan 2018). In other words, the researcher has been able to get a
subjective understanding of how the elements of salary packages and benefits impact the
employee turnover rate.
3.5 Research Instrument
For the effective collection of the data needed for this research work, the instrument used
was that of the circulation of online questionnaires (Bryman 2017). A Google Form was created
with the relevant questions which aimed to understand how benefits given to the employees and
the salary packages have a significant impact on the issue of employee turnover rate. This Form
was then send out to the selected respondents who gave their feedbacks accordingly.
3.6 Survey Design
The survey which has been done in the course of this research work is that of
interviewing the target group related to the study. Interview helps to gain a personal view of the
respondents under investigation (Lune and Berg 2016). The study focuses on the employees who
work in the food manufacturing sector in Singapore. In this regard, fifty participants were
interviewed in the process so that their viewpoints could be taken in to consideration. After the

35DISSERTATION
process of interview, the data collected was analyzed in the form of qualitative data analysis
technique. This ensured that the researcher was able to gain a comprehensive understanding of
the research study in hand. The qualitative analysis of data has been chosen by the researcher in
order to get a subjective over view.
3.7 Population and Sampling
Population within a research study refers to the people who form a part of the target
group of people who are needed in the course of the research study (Corbin, Strauss and Strauss
2015). Thus, as a result, the employees belonging to the SME sector of the food manufacturing
industry in Singapore were chosen as the target group. From among them, fifty employees were
chosen with the help of non-probability random sampling technique. This technique ensured that
all the members of the target group had the equal opportunity to be chosen.
3.8 Ethical Considerations
There are certain ethical considerations which needs to be considered for the proper
execution of a research study. In this research study, the first ethical consideration is that of
maintaining the identity of the participants (Merriam and Tisdell 2015). The responses of the
participants had to be analyzed, but in the process, the researcher had to ensure that the identity
of the respondents were not revealed. Furthermore, another ethics which had to be considered
was to ensure that the data collected was not manipulated in the course of the research study.
3.9 Data Collection and Analysis
The data for this research study has been collected with the aid of Google Forms. The
researcher chalked out several important questions related to the field under investigation and
these forms were then circulated to the chosen candidates of the target group. The data collected

36DISSERTATION
with the aid of such forms were then exported in to the SPSS. The Likert Scale was utilized in
order to collected the data in an efficient manner. This data was later analyzed in an objective
manner so that the real aim of the research could be focused upon without any bias. Histograms
and bar charts have been used in order to visually represent the data.
3.10 Limitations
The research work faced several limitations which prevented it from being more effective
in nature. One of the limitations faced was that of time management. The researcher did not have
ample time in order to interview more number of candidates which would have been able to give
a more informed point of view to the topic at hand. Moreover, the researcher also faced the
crunch in finances. The limited financial resources acted as an obstacle for the researcher as the
research had to be completed within a limited scope. As a result of this, the employee turnover
rate within the food manufacturing industry has been considered.
3.11 Summary
To summarize, this chapter looks in to the various methodologies which have been
applied in order to execute this research. The aim of this paper is to understand how the different
factors of the salary packages and the system of benefits have a significant impact upon the
employee turnover rate. In this respect, the research has employed the use of a positivist research
philosophy, deductive research approach and primary source of data collection. The qualitative
analysis of this has aided the researcher to gain a comprehensive insight in to the research work.

37DISSERTATION
Chapter 4: Data Findings and Analysis
4.0 Over view
This chapter aims to understand the data that been collected by the researcher in the form
of survey. Fifty respondents were chosen from the targeted market and they were given a
questionnaire. The data collected from such questionnaires have been analysed in a qualitative
manner so that the researcher can get an in-depth reading in to the research topic at hand. This
enabled the researcher to understand how the different factors of salary packages and benefits
affect the employee turnover rate within the field of food manufacturing sector of Singapore. 4.1
4.1 Descriptive analysis
4.1.1 Demographic analysis
Question 1 of the questionnaire is related to the Figure 1 of this chapter. The aim of this
question is to understand the variation in gender as observed to be working within the food

38DISSERTATION
manufacturing sector of Singapore. The above shown pie chart provides the information
collected from fifty respondents who belong to the food manufacturing sector of Singapore. 48%
of the respondents who were interviewed were males while 52% of the interviewed respondents
were females. This shows that the gender of the people who are involved in the targeted sector
are almost equal in nature.
In the above bar diagram, it can be observed that among those who participated in the survey, 24
of the respondents were male while 26 of the respondents were female.

39DISSERTATION
This figure shows the histogram distribution of the gender of the respondents.

40DISSERTATION
The second question of the questionnaire is related to the second diagram. It seeks to
understand the distribution of the age group of people who work in the food manufacturing
sector of Singapore. The above shown pie chart show cases the age of the people who have been
chosen to be interviewed with regard to the food manufacturing sector of Singapore. It can be
observed that 6% of the population surveyed are within the age group of 18-20 years. 22% of the
people interviewed belong to the age category of 21-29 years while 26% of the people
interviewed were in the age bracket of 30-39 years. People belonging to the age group of 40-49
years form 22% of the population surveyed and 24% of the targeted population are 50 years and
above.

41DISSERTATION
The above shown bar diagram provides statistical representation of the age group of the people
who have undertaken the interview. It can be observed that the maximum number of people who
participated in the interview process belonged to the age group of 30-39 years

42DISSERTATION
The above provided histogram diagram shows the distribution of the age group of the members
who participated in the interview process.

43DISSERTATION
The third question of the questionnaire tries to understand the different job levels of the
respondents who have been interviewed in the course of this research work. It is significant
because it shows the designation of people who have have been willing to participate in the
survey. The pie chart as mentioned above shows the current job level of the people who have
been interviewed. 8% of the respondents so selected belong to the senior management position
level while 18% of the respondents belong to the middle management category. 30% of the
interviewed people are of the executive level and 32% of the targeted respondents belong to the
intermediate level. Only 12% of the population so interviewed are of the junior level.

44DISSERTATION
With the aid of the above provided bar graph, it can be observed that 16 respondents who
participated in the process of interview belonged to the Intermediate level of their organization.
Thus, their point of view provides a considerable feedback on the hypothesis posed in the
research.

45DISSERTATION
The histogram diagram shows the distribution of the respondents in accordance with their current
level at the firm they are presently working in.

46DISSERTATION
The fifth question of the questionnaire tries to analyze the different types of firm that a
respondent belongs in who form part of the food manufacturing sector of Singapore. The above
shown pie chart provides a graphical representation of the kind of organization that the
respondents work for. In this diagram, it can be observed that only 10% of the chosen
respondents belong to the multi-national companies of Singapore. The remaining 90% of the
respondents belong to the small and medium sized enterprise of the region.

47DISSERTATION
The above bar graph shows the scale of organization that a respondent is currently working in. It
can be observed that 45 of the respondents of the participating population are working in the
small and medium sized enterprise while 5 of the respondents work in a multi-national
organization.

48DISSERTATION
The above provided histogram diagram shows the graphical distribution of the number of
respondents with regard to the scale of organization that the chosen individuals are currently
working in.

49DISSERTATION
The sixth question of the questionnaire tries to understand the duration of time that a
respondent has been working in at their current job level within the food manufacturing sector of
Singapore. The above show cased pie chart provides a graphical representation of the time period
the interviewed respondents have worked in their own respective organizations. It can be seen
that 12% of the population has worked in their firm for 1year to 5 year. 20% of the respondents
belong to the category of 6 years to 10 years while 44% of the population have worked in their
organization for a time period of 11 years to 15 years. 8% of the population interviewed have
worked in their organization for a time period of 16 years to 20 years and 16% of the respondents
have worked for more than 20 years in their respective business firms.

50DISSERTATION
The above provided bar diagram shows the different number of people who have been working
in their organization for the varying time periods. 22 of the respondents have served for nearly
11 years to 15 years in their organization.

51DISSERTATION
The histogram diagram shows the distribution of the time periods the respondents have been
working in their current organization. This is important to understand as it validates their
opinions and feedbacks on the issue of salary packages and benefits impacting the employee
turnover rate.

52DISSERTATION
Question 7 of the questionnaire tries to understand how many respondents think that
salary packages and benefits have an important bearing on the issue of employee turnover rate as
observed within the sector of food manufacturing in Singapore. The above shown pie chart
provides an insight through graphics on the issue of how salary packages and benefits provided
to an employee affect the issue of employee turnover. It can be seen that 4% of the respondents
strongly disagree that there is no significant impact while 4% of the population interviewed are
neutral with respect to the question. 30% of the respondents on the other hand agree that there is
a relationship while 60% of the respondent population strongly agree that there is a significant
impact of salary packages and benefits on the issue of employee turnover.

53DISSERTATION
4.2 Inferential analysis
4.2.1 Co-relation analysis
The co-relation analysis technique is used for understanding the issue of assessing and
determining the existing relationship between two or more than two variables. The variables
which are used in such a co-relation analysis technique are considered to be related to each other
if the data results found is within the defined range of the values to be considered. In this sense,
it can be observed that if the values of such variables lie within the range of 0 to -1, then it can be
said that the variables are negatively co-related with each other. However, if the values obtained
lie in the range from 0 to +1, then such variables are said to be related in a positive manner. Such
considered variables are considered to be strongly associated with each other if the value of co-
relation is more than 0.7. The co-relation analysis has been considered for this research paper in
order to understand how the different elements of salary packages and benefits impact the
employee turnover of the food manufacturing small and medium sized organizations belonging
to Singapore.
Assessing the relationship among the factors affecting salary
Correlations
The size
of the
business
have an
impact on
the salary
packages
The salary
paid to the
other
employees
of the
other
companies
can
impact
you
The
ability of
the
company
trade
union to
bargain
can
impact
the salary
that is
given
The
ideology of
the
government
have an
impact on
the salary
packages
The cost
of living
have an
impact on
your
salary
The size of the
business have an
Pearson
Correlation
1 .534** .385** .422** .339*

54DISSERTATION
impact on the
salary packages
Sig. (2-tailed) .000 .006 .002 .016
N 50 50 50 50 50
The salary paid to
the other
employees of the
other companies
can impact you
Pearson
Correlation .534** 1 .586** .306* .325*
Sig. (2-tailed) .000 .000 .031 .021
N 50 50 50 50 50
The ability of the
company trade
union to bargain
can impact the
salary that is
given
Pearson
Correlation .385** .586** 1 .539** .640**
Sig. (2-tailed) .006 .000 .000 .000
N 50 50 50 50 50
The ideology of
the government
have an impact on
the salary
packages
Pearson
Correlation .422** .306* .539** 1 .414**
Sig. (2-tailed) .002 .031 .000 .003
N 50 50 50 50 50
The cost of living
have an impact on
your salary
Pearson
Correlation .339* .325* .640** .414** 1
Sig. (2-tailed) .016 .021 .000 .003
N 50 50 50 50 50
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
In the above shown co-relation analysis table, the relation amongst the different factors
affecting the idea of salary packages has been shown. In this table, it can be observed that there
is a relation between the size of the business and the salary paid to the other employees of the
other companies of 0.534. This proves that there is a positive relation between the two factors of
salary packages. Furthermore, there is also a relation between the factors of size of the business
firms and the ability of the company trade unions to bargain effectively for the rise in such salary
packages. The observed score is that of 0.385, proving that there is a positive relation between
the two sub-factors of salary packages. The relation between the size of the business firms and
that of the ideology of the government has scored a 0.422 in the co-relation analysis. This points
to the positive relation between the two elements of the independent variable of salary packages.

55DISSERTATION
Moreover, the score between the factors of the size of the business firm and that of the cost of
living is that of 0.339.
In this respect, it can be observed that the factors of there is a higher co-relation between
the elements of the size of the business firms and the salary which are paid to the other workers
belonging to the different business organizations of the concerned economy. This proves that
there is a significant influence of the salary that s received by the other workers of the other firms
of the economy on the aspect of the size of the firm. However, on the other hand it can be
observed that there is a positive yet minimal relation between the elements of the size of the
business firm and that of the cost of living. This shows that the impact of the cost of living on the
size of the firm is considerably less and therefore, does not significantly affect the scale of the
organization in question.
In the course of the research investigation, 50 respondents were chosen from the field of
food manufacturing sector in the region of Singapore. The main aim of this research was to
understand how the factors of salary packages and benefits affect the aspect of employee
turnover rate as experienced within this particular sector. This table tries to analyze the relation
as observed amongst the sub-factors influencing the elements of salary packages. In this regard it
can be analyzed that the various factors influencing the salary packages have a positive
correlation amongst them. The factors of size of the business, the salary which is paid to the
other employees being engaged in the work process of different firms of the economy, all have
an important and positive bearing on each other. Furthermore, the other factors such as the
ability of the company trade unions to bargain effectively for the cause of the workers, the
ideology of the government and the cost of the living are also positively co-related with each
other. This relation has been figuratively shown in the above mentioned table.

56DISSERTATION
Thus, it can be concluded that the factors which have been taken to analyze and examine
the aspect of salary packages, are necessary as all of them influence the aspect of salary
packages. In other words, it can be stated that the salary packages that is received by the
employee of a food manufacturing sector of Singapore, is heavily dependent on the various sub-
factors which has been formulated in the course of the research work.
Assessing the relationship among the factors affecting benefits
Correlations
The medical
benefit paid
to an
employee
will affect
the
employee
turnover
rate
The
insurance
coverage is
important to
an
employee
and it will
affect the
company
turnover
rate
The number
of leaves
given to an
employee
have an
impact on
the
employee
turnover
rate
Fringe
benefits of a
company
plays an
important
factor to
employee
turnover
The medical benefit
paid to an employee
will affect the
employee turnover
rate
Pearson
Correlation 1 .375** .634** .399**
Sig. (2-tailed) .007 .000 .004
N 50 50 50 50
The insurance
coverage is important
to an employee and it
will affect the
company turnover
rate
Pearson
Correlation .375** 1 .519** .719**
Sig. (2-tailed) .007 .000 .000
N 50 50 50 50
The number of leaves
given to an employee
have an impact on
the employee
turnover rate
Pearson
Correlation .634** .519** 1 .480**
Sig. (2-tailed) .000 .000 .000
N 50 50 50 50
Fringe benefits of a
company plays an
important factor to
employee turnover
Pearson
Correlation .399** .719** .480** 1
Sig. (2-tailed) .004 .000 .000
N 50 50 50 50
**. Correlation is significant at the 0.01 level (2-tailed).

57DISSERTATION
In the above shown table, it can be observed that co-relation analysis has been done with
regards to the various factors affecting the element of benefits as received by the employees in
the food manufacturing sector of Malaysia. In this regard, it can be observed that the relation
between medical benefits paid to the employees with that of insurance coverage which is
received by the employees has a score of 0.375. Thus, there is a positive relation between the two
factors. Furthermore, there is also a positive relation between the factors of medical benefits
which are paid to the employees and the factors of the number of leaves which are granted to the
employees, with a score of 0.634. The relation between the factors of the medical benefits which
are paid to the employees and the fringe benefits of the company which are enjoyed by such
employees is also positive with a co-relation score of 0.399.
The different factors which are seen to be influencing the aspect of benefits which are
paid to the workers engaged in the working of the food manufacturing sector of Malaysia are
those of the medical benefits that are paid to the employees and the insurance coverage enjoyed
by such employees. Furthermore, the other factors which are included are the number of leaves
which are granted to the workers and the fringe benefits of a company which are granted to the
employees working there.
In accordance with the above shown co-relation table, it can be observed that all the
factors which influence the aspect of benefits,. Are positively related with each other. The impact
of medical benefits that is paid to the workers and the number of leaves which are paid to the
workers have a high relation of 0.634 when compared with the other factors affecting the
element of benefits. This is significant to understand because the medical leaves is largely
dependent upon the number of official leaves which are granted to the employees. During times

58DISSERTATION
of ill health and when an employee is suffering from an illness, it can be seen that they are need
of many approved leaves.
Thus, it can be concluded that the various factors which influence the idea of benefits that
are given to an employee of a business organization belonging to the food manufacturing sector
of Malaysia have a positive co-relation with each other. This is observed from the fact that all of
the factors as mentioned in the table have a value of more than 0 to +1 which shows the positive
relationship shared amongst the factors in accordance with the theory of co-relation.
Assessing the relationship among the factors affecting employee turnover
Correlations
The
intention
of the
firm to
give the
deserved
pay
affect the
employee
turnover
rate
Inability
of the
firm to
pay the
market
value of
labor
have an
impact
on the
employee
turnover
rate
Vision
and goal
of a firm
impact
employee
turnover
rate
Attitude of
the
supervisors
affect
employee
turnover
rate
Annual
appraisal
system
impact
employee
turnover
rate
Transparent
system of
promotion
impact
employee
turnover
rate
The
intention of
the firm to
give the
deserved
pay affect
the
employee
turnover
rate
Pearson
Correlation 1 .515** .405** .281* .354* .467**
Sig. (2-
tailed) .000 .003 .048 .012 .001
N 50 50 50 50 50 50
Inability of
the firm to
pay the
market
Pearson
Correlation .515** 1 .529** .616** .549** .586**
Sig. (2-
tailed)
.000 .000 .000 .000 .000

59DISSERTATION
value of
labor have
an impact
on the
N 50 50 50 50 50 50
Vision and
goal of a
firm impact
employee
turnover
rate
Pearson
Correlation .405** .529** 1 .394** .484** .474**
Sig. (2-
tailed) .003 .000 .005 .000 .001
N 50 50 50 50 50 50
Attitude of
the
supervisors
affect
employee
turnover
rate
Pearson
Correlation .281* .616** .394** 1 .719** .512**
Sig. (2-
tailed) .048 .000 .005 .000 .000
N 50 50 50 50 50 50
Annual
appraisal
system
impact
employee
turnover
rate
Pearson
Correlation .354* .549** .484** .719** 1 .411**
Sig. (2-
tailed) .012 .000 .000 .000 .003
N 50 50 50 50 50 50
Transparent
system of
promotion
impact
employee
turnover
rate
Pearson
Correlation .467** .586** .474** .512** .411** 1
Sig. (2-
tailed) .001 .000 .001 .000 .003
N 50 50 50 50 50 50
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
In the above shown co-relation table, it can be observed that the relation amongst the
different factors influencing the aspect of employee turnover has been co-related with each other.
The different factors which influence the aspect of employee turnover rate as experienced within
the food manufacturing sector of Malaysia are the intention of the firm to give the deserved pay

60DISSERTATION
to the employees and the inability of the firm to pay the market value of labor. The other
significant factors include those of vision and goal of a firm, the attitude of the supervisors, the
annual appraisal system and the transparent system of promotion.
In this regard, the table tries to understand the important relationship that is shared
between all these significant factors. The factor of the intention of the firm to give the deserved
pay to the employees is seen to have a positive relation with that of the factor of inability of the
firm to pay the market value of labor to their employees. The score of co-relation between these
two factors is that of 0.515. Furthermore, the factors of intention of the firm to give the deserved
pay to the employees and vision and goal of the firm have a positive relation with each other
with a score of 0.405. The relation between the intention of the firm to give the deserved pay to
the employees and attitude of the supervisors have a score of 0.281 which shows a positive
relationship between the two variables impacting the aspect of employee turnover. The intention
of the firm to give the deserved pay to the employees and the annual appraisal system is also
observed to have a positive relationship with each other with a score of 0.354. Moreover, the
intention of the firm to give the deserved pay to the employees has a positive relation with that of
transparent system of promotion with a score of 0.467.
Thus to conclude, it can be observed that the various factors which are seen to have a
significant impact on the idea of employee turnover rate, have a positive co-relation with each
other. In this regard, it can be seen that the relation shared between the factors of intention of the
firm to give the deserved pay to the employees and inability of the firm to pay the market value
of labor to its employees is more with a score of 0.515 as compared to the other factors. This is
important to understand because if the business organization in question is not willing to pay the
required and deserved pay to its employees which are at par with the salary packages received by

61DISSERTATION
the other employees belonging to the various firms of the economy, then the employees of the
concerned firm would be unwilling to stay in that business enterprise. This in turn, increases the
employee turnover rate as experienced by the business company in question.
Co-relation analysis among salary packages, benefits and employee turn over
Correlations
Salary_packa
ges
Benefits Employee_tu
rnover
Salary_packages
Pearson
Correlation 1 .451** .468**
Sig. (2-tailed) .001 .001
N 50 50 50
Benefits
Pearson
Correlation .451** 1 .441**
Sig. (2-tailed) .001 .001
N 50 50 50
Employee_turnov
er
Pearson
Correlation .468** .441** 1
Sig. (2-tailed) .001 .001
N 50 50 50
**. Correlation is significant at the 0.01 level (2-tailed).
In the above shown co-relation analysis it can be seen that a co-relation test has been
conducted in order to understand how the factors of salary packages and benefits impact the
issue of employee turnover of the food manufacturing sector of Singapore. In this table, it can be
observed that there is a relation between the salary packages and employee turnover of 0.468.
Moreover, there is also a considerable relation of 0.441 between the benefits that are provided to
the employee and their turnover rate. As a consequence, it can be inferred that there is a relation
between salary packages and benefits on the issue of employee turnover.

62DISSERTATION
In the course of the research study, 50 respondents were chosen from the food
manufacturing sector of Singapore. The research aimed to understand how the different elements
of salary packages and benefits impact the employee turnover rate. The main intention of an
employee is to provide for himself or herself a decent standard of living. This is ensured by
receiving a high salary package or the same as that received by the other employees of the
different organizations within the same economy. Furthermore, it can also be said that benefits
have an impact on the issue of employee turnover rate. This flows from the fact that the benefits
that are provided to the employees in the form of non-monetary benefits aid them in executing
their functions in an efficient and effective manner. As a result, it can be concluded that both
salary package and benefits are essential to ensure a lower employee turnover rate within any
business organization.
4.2.2 Regression analysis
The factor of regression analysis can be defined to be a statistical approach which tries to
understand if there is a significant relationship between the two or more than two variables that
are taken in the course of the research. The main objective of regression analysis is to determine
if there is an influence of the independent variables on the dependent variables of the research
study. Within a research study, there is a null hypothesis which tries to prove that there is no
relation between the independent variables and dependent variable. Regression analysis is done
in order to understand if the null hypothesis is rejected or accepted. The null hypothesis is
considered to be rejected if the p-value that is obtained is less than 0.5. On the other hand, the
null hypothesis stands to be accepted if the p-value obtained is greater than 0.5. This p-value is
determined by a 95% confidence level.
Salary packages and employee turnover

63DISSERTATION
The regression analysis in the below given table has been conducted between the
independent variable of salary packages and the dependent variable of employee turnover as
observed in the food manufacturing sector of Singapore. Conducting a regression analysis on
both the variables, it can be observed that the p-value is 0.001 which is less than 0.005. As a
consequence, it can be stated that the null hypothesis can be rejected as the p-value is less than
0.05. Therefore, it can be implied that there is a relation between the salary packages that are
paid to the employees of the food manufacturing sector of Singapore and their employee
turnover rate. This is reflected in the responses gathered from the 50 respondents who
participated in the interview conducted.
ANOVAa
Model Sum of
Squares
df Mean
Square
F Sig.
1
Regression 6.891 1 6.891 13.440 .001b
Residual 24.609 48 .513
Total 31.500 49
a. Dependent Variable: Employee_turnover
b. Predictors: (Constant), Salary_packages
Benefits and employee turnover
The regression table that is showcased before shows the relation between the independent
variable of benefits as received by the employees of an organization and the employee turnover
rate as experienced in that concerned firm. In this sense, it can be observed that after the
conduction of the regression analysis, the p-value achieved is that of 0.01, which is lower than
0.05. Thus, it can be inferred that the benefits that are given to the workers of a business firm
have an influencing impact on the employee turnover rate. Thus, the null hypothesis can be
rejected. This proves that if higher benefits are given to the employees then their turnover rate

64DISSERTATION
reduces at a significant level, as understood from the responses collected from the 50 participants
who took part in the interview process.
ANOVAa
Model Sum of
Squares
df Mean
Square
F Sig.
1
Regression 6.129 1 6.129 11.594 .001b
Residual 25.371 48 .529
Total 31.500 49
a. Dependent Variable: Employee_turnover
b. Predictors: (Constant), Benefits
4.3 Summary
To summarize it can be observed that in this chapter, among the 50 employees who were
interviewed, their gender, their age and their current level of organization has been considered.
Within this descriptive analysis, the researcher has also looked in to the size of the firms they are
engaged in and the time duration they have been working in in their respective organizations.
Apart from the descriptive analysis of data, the researcher also used the co-relation
analysis technique. The main objective of the usage of such mode of analysis is to determine if
there is a level of relationship between the different variables that have been taken in to account
in the course of the research study. In this sense, it can be observed that there is a positive co-
relation between the factors of salary packages that are received by the employees and the
benefits that are given to them and the issue of employee retention.
The research study also makes use of regression mode of analysis. The purpose of
regression analysis is to understand the relationship that exists between the independent variable
and the dependent variable. Through the use of the regression model it can be seen that there is
an impact of the salary package on the issue of employee turnover. This can be observed by the

65DISSERTATION
fact that the relation between salary package and employee turnover rate is 0.468 and the relation
between benefit and employee turnover is that of 0.441. In other words, under the circumstances
that a higher salary package is paid to an employee, he or she is reluctant to leave the concerned
organization.
Furthermore, the regression analysis also revealed that the independent variable of
benefits received by an employee also impact the dependent variable of employee turnover. This
is shown by the p-value which is 0.01. This shows that when an employee is given more benefits
by the organization he or she is working for, they do not feel the need to leave such an
organization.

66DISSERTATION
Chapter 5: Discussion
5.0 Over view
The collected information has been represented with the help of various charts in the
previous sections. This section attempts to understand the data that has been collected and
represented by aligning the information so gathered with the various opinions of the authors as
seen in the literature review section. As a result, this section of the research discusses the
findings of the research and tries to understand the various hypotheses drawn in order to
determine which hypothesis is valid.
5.1 Data Analysis
The aim of this research is to understand how the variables of salary packages and the
benefits provided to the employees of a small and medium business organization in the food
manufacturing sector of Singapore impact the aspect of employee turnover rate. In this regard, in
the words of World at Work (2012), it is believed that salary packages are the basic requirement
of any business firm. In the words of Chi, Yeh and Guo (2018), moreover, when an employee
produces more than the required level of production in a particular month, he or she are paid
certain rewards which forms a part of such salary packages. This shows that salary packages
form an important pre-requisite for any employee to work for a business organization.
H1o – There is no significant relationship exists between salary and employee turnover
In the data that was collected from the respondents who were interviewed, it was
observed that a significant portion of the participant population were desirous of attaining a
greater salary package. The employees chosen were those who belonged to the small and

67DISSERTATION
medium enterprises business organizations with a few of them belonging to the multi-national
corporations.
Very few of such interviewed respondents believed that there is no significant
relationship that exists between the salary package that is observed and the employee turnover
rate. In this regard, Cuervo-Cazurra (2016), employees believe that the size of the firm do not
impact the salary package that is received by them. Furthermore, Noe et al. (2017) are of the
opinion that the salary that is paid to the other employees of the different organizations in the
economy do not impact such salary packages.
However as argued by Papa et al. (2018), the employees who are willing to find a work
and do get enrolled in a particular work place, forms a part of the labor force within a concerned
political economy. It is such workers who are desirous of working within a business firm.
However, often times it is seen that such voluntary labor work force find it quite difficult to be
successful employed within any organization because of the salary packages that are paid to
them. Thus, a co-relation does exist between salary packages and employee turnover Thus, it can
be concluded that this hypothesis can be rejected as it cannot be accepted.
H1a– There is significant relationship between salary and employee turnover
This hypothesis points to the aspect that there is a considerable relationship between the
salary that is received by the employees working within a particular industry and the employee
turnover rate that is associated with that industry. In this respect, the researcher has collected
data from a chosen group of participants whose findings have been represented in the above
section. This collected data has been analyzed by the modes of co-relation data analysis and
regression analysis. Through co-relation analysis it was seen that there is a positive relation

68DISSERTATION
(0.468 in co-relation analysis and 0.01 in regression analysis) between the element of salary
packages and benefits and the issue of employee turnover.
In the above chapter, co-relation analysis and regression analysis have been done with
regards to the variables of salary packages, benefits and employee turnover. In this regard, the
relationship between the factors affecting salary packages and employee turnover has been taken
in to consideration. In the table of factors affecting salary packages, it can be observed that there
is a relation between the size of the business and the salary paid to the other employees of the
other companies of 0.534. This proves that there is a significant influence of the salary that s
received by the other workers of the other firms of the economy on the aspect of the size of the
firm.
Furthermore, the factors affecting the issue of employee turnover has also been co-related
with each other in order to understand their influence on each other. In this regard, it can be seen
that the factor of the intention of the firm to give the deserved pay to the employees is seen to
have a positive relation with that of the factor of inability of the firm to pay the market value of
labor to their employees. The score of co-relation between these two factors is that of 0.515. This
is important to understand because according to Ehrenberg and Smith (2017), when an employee
then goes to seek work, he or she is desirous of the idea that they would be given the same
salary. However, in the event that a concerned business firm fails to pay the minimum salary to
their employees, the employees in such organization becomes disoriented with their place of
work. Under such a scenario, in the words of Lee et al. (2017), the employees try to seek a better
employment opportunity somewhere else that pays them higher. In this process, the firm faces a
higher margin of employee turnover rate, which points to its incapability to retain its employees.

69DISSERTATION
This was authenticated by the author Abreu (2018) who believed that when the level of
production is high or the firm stands to make a considerable level of profit, then the managers
decide to increase the salaries that are paid to the workers. As a result of this, the employee
turnover rate is affected depending upon the salaries paid to the workers. Furthermore, as stated
by Al-Emadi, Schwabenland and Wei (2015), when a higher form of salary structure is provided
to the employees, they are motivated to work in an efficient manner. This in turn ensures that the
employee turnover rate is kept at a minimum as the workers are satisfied in their place of work.
Thus, we can conclude that this hypothesis is accepted.
H2o – There is no significant relationship exists between benefits and employee turnover
This hypothesis sates that there is no significant relation which exists between the factor
of benefits and employee turnover. In the data that was collected that from the various
respondents who participated in the interview process conducted by the researcher, it can be seen
that there is a relation that exists between the element of benefit and employee turnover. The co-
relation analysis that was performed on the collected data showed a 0.468 relation. This proves
that a positive relation exists between the independent variables of salary packages and benefits
and dependent variable of employee turnover.
As stated by Bode, Singh and Rogan (2015), there is a need of benefits for the employees
in order to sustain themselves in the organization they work for. However, as opined by Iqbal,
Guohao and Akhtar (2017), it can be observed that the benefits that are paid to the employees are
of less importance as compared to the element of salary packages which are received by the
workers. In this sense, it can be concluded that employee turnover is affected by the factor of
benefits which are given to the employees but not to a significant degree. Thus, this hypothesis
stands rejected by the researcher.

70DISSERTATION
H2a- There is significant relationship exists between benefits and employee turnover
The hypothesis states that there is a significant relationship that exists between the factor
of benefit that is received by the employees and the employee turnover rate within the concerned
business firm. In the course of the research, data has been collected from 50 respondents who
belong to the food manufacturing sector of Singapore. In this regard, the relationship between the
factors influencing the benefits received by an employee has been co-related with each other.
There is also a positive relation between the factors of medical benefits which are paid to the
employees and the factors of the number of leaves which are granted to the employees, with a
score of 0.634. This is significant to understand because the medical leaves is largely dependent
upon the number of official leaves which are granted to the employees. During times of ill health
and when an employee is suffering from an illness, it can be seen that they are need of many
approved leaves.
Furthermore, the different factors influencing the employee turnover rate have also been
co-related with each other. The different factors which influence the aspect of employee turnover
rate as experienced within the food manufacturing sector of Malaysia are the intention of the
firm to give the deserved pay to the employees and the inability of the firm to pay the market
value of labor. The other significant factors include those of vision and goal of a firm, the
attitude of the supervisors, the annual appraisal system and the transparent system of promotion.
In this regard, the factor of the intention of the firm to give the deserved pay to the employees is
seen to have a positive relation with that of the factor of inability of the firm to pay the market
value of labor to their employees. The score of co-relation between these two factors is that of
0.515. This has been

71DISSERTATION
The independent variable of benefits has been co-related with the dependent variable of
employee turnover rate. In this regard, the data gathered has been analyzed with the aid of co-
relation analysis where it showed that there is 0.468 positive relation between the two factors.
Furthermore, in regression analysis, there is a 0.01 relation between the factor of benefit and
employee turnover. This shows that there is a considerable relation between the independent
variable and dependent variable.
According to Ribes, Touahri and Perthame (2017), benefit is important for the
employees. Benefits occur in the form of certain non-monetary advantages that is meant to make
the lives of the employees easier. Furthermore, Aruna, and Anitha (2015), Kossivi, Xu and
Kalgora (2016), West et al. (2019) and Khandelwal and Shekhawat (2018), have opined that
benefit act as incentives to the employees to work harder and in a more effective manner in their
place of work. Thus, it can be concluded by the researcher that a positive relation does exist
between benefits and employee turnover and there is a significant relation between the two. As a
consequence, this hypothesis stands accepted.
5.2 Summary
To summarize, this chapter makes a detailed and comprehensive analysis about the
different hypotheses that has been developed in the course of the research. By utilizing the
information gathered from the various sources of secondary literature and the primary data
collected from the 50 respondents chosen for interview, co-relation and regression analysis has
been done on the information collected. This has enabled the researcher to understand that a
relation does exists between the factors of salary packages and benefits with that of the employee
turnover rate as seen in the food manufacturing sector of Singapore.

72DISSERTATION
Chapter 6: Conclusion and Recommendation
6.0 Conclusion
From the above discussion, it can be seen that the factors of salary packages and benefits
have a significant bearing on the issue of employee turnover rate. Salary packages are said to the
monetary resources which are paid to the employees in lieu of the work which is done by them.
Furthermore, benefits are the additional advantages and incentives which are given to the
employees in order to ensure that they are well compensated for the hard work that is done by
them. Both these two factors are supposed to act as motivations on the part of the employees so
that they remain happy and satisfied with their place of work and thereby, in turn, are reluctant to
leave their organization. This leads to a decrease in the employee turnover rate which is
experienced within that work place. Thus, it can be seen that the factors of salary packages and
benefits have a proportional relationship with the concept of employee turnover rate as
experienced within the small and medium sized food manufacturing sector of the region of
Singapore.
6.1 Linking with objectives
This section links the research objectives with the information gathered in the literature
review section and analyzed in the data discussion section of the research paper.
Objective 1: To measure the influence of independent variables determined to the
dependent variable - This objective tries to understand the influence the independent factors
have on the dependent factor. The independent factors are the salary packages and benefits while
the dependent factor is the employee turnover rate. In the course of the work, it has been

73DISSERTATION
established through co-relation analysis and regression analysis that the two independent factors
does a positive impact on the issue of employee turnover rate.
Objective 2: To identify the importance of pay package and other factors which influence
turnover - Salary packages have an important and significant impact on the issue of employee
turnover. Co-relation analysis showed 0.468 relation between salary packages and employee
turnover, whereas a 0.441 relation between benefits and employee turnover. Furthermore, the
regression analysis showed a 0.001 relation between salary packages and benefits and employee
turnover. Thus, it can be observed that pay packages and benefits have an important influence
over the employee turnover rate as seen in the food manufacturing sector of Singapore.
Objective 3: To understand the relationship intention to leave and turnover - Individuals
usually try to seek employment opportunities so that they can earn a decent standard of living
which is assured to them by the way of salary packages and the various incentives they receive.
If the appropriate salary package or any incentive is not given to them for the work done by
them, then they would not find any motivation to work in that firm for a long period of time.
They would thus be compelled to leave once they find a better employment opportunity. This
then leads to an increase in the employee turnover rate. Thus, there is a significant relaitonship
between the intention of an employee to leave and the turnover rate which is experienced by a
business firm.
6.2 Recommendation
In order to ensure that the employees are motivated to work hard and in an efficient manner,
it is important to pay them their respective salary packages and benefits. Certain
recommendations can be made to ensure that such benefits and salaries are paid to the
employees.

74DISSERTATION
The first recommendation is that the managers of any organization need to be transparent in
their dealings with the employees (Webber et al. 2015). Every employee should be treated as the
same by the concerned entrepreneur. In this respect, the managers should ensure that the scale in
which salaries are paid to one category of employees is paid to all the employees falling within
that same category. This would help to avoid the creation of any conflict and grievance among
the employees and they would be able to work in an effective manner.
Another recommendation that can be given with respect to the factor of benefits is that the
employers should try to be as transparent as possible while doling out benefits to their employees
(Williams 2017). For instance, the granting of rewards and recognition is one of the most sought
after benefit for any employee within a private sector business organization. In this respect, it can
be observed that if the employers take in to consideration the meritorious activities of the
employees and the amount of hard work and dedication put in by them in their work process,
then it would be greatly appreciated and received in a favorable manner by the concerned
employees.
6.3 Future Scope of study
This research paper is quite significant for the future studies in the same field. The paper
tries to understand how the factors of salary packages does and benefits affect the idea of
employee turnover rate within the sector of food manufacturing industry of Singapore. In this
respect, it can be observed that the issue of salary packages and benefits and its impact on the
level of motivation of the employees has a timeless relation. For this purpose, the independent
variables of salary packages and benefits is seen to have a positive relationship with the
dependent variable of employee turnover rate. As a result, the study is important for the future
course of study as well as salary packages and benefits received by the employees would still

75DISSERTATION
remain the two important factors affecting the employee turnover rate. This research work would
help the different entrepreneurs to understand the needs and desires of the employees. This
would aid the different business organizations to tackle their problems of employee turnover rate
in a more better and efficient manner. It is the activities of the employees which assist in the
proper functioning of the organization. As a result, if the demands of the employees are met,
there is a greater likelihood that they would be functioning in an effective manner, thereby
leading to an increase in the profit margin level of the firm in question.

76DISSERTATION
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Appendix
Questionnaire
I. Demographic questions
 Please select your gender
Male
Female
 What is your age?
21-30
31-40
41-50
51 and above
 Which of the following below describes your current job level?
Executive level
Middle management
Senior Management
 Which scale of organizations are you currently working for?
Small medium enterprise (SME)
Multi-national company (MNC)
 How long have you been working for your current company?

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5 years-10 years
11 years – 15 years
16 years – 20 years
21 years and above
II. Objective questions on salary packages
1- Strongly Disagree; 2- Disagree; 3 – Neutral; 4- Agree; 5- Strongly Agree
 The size of the business have an impact on the salary packages
 The salary paid to the other employees of the other companies can impact you
 The ability of the company trade union to bargain can impact the salary that is given
 The ideology of the government have an impact on the salary packages
 The cost of living have an impact on your salary
III. Objective questions on benefits
1- Strongly Disagree; 2- Disagree; 3 – Neutral; 4- Agree; 5- Strongly Agree
 The medical benefit paid to an employee will affect the employee turnover rate
 The insurance coverage is important to an employee and it will affect the company
turnover rate
 The number of leaves given to an employee have an impact on the employee turnover
rate
 Fringe benefits of a company plays an important factor to employee turnover
IV. Objective questions on employee turnover rate
1- Strongly Disagree; 2- Disagree; 3 – Neutral; 4- Agree; 5- Strongly Agree

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 The intention of the firm to give the deserved pay affect the employee turnover rate
 Inability of the firm to pay the market value of labor have an impact on the employee
turnover rate
 Vision and goal of a firm impact employee turnover rate
 Attitude of the supervisors affect employee turnover rate
 Annual appraisal system impact employee turnover rate
 Transparent system of promotion impact employee turnover rate
V. Research Question
1- Strongly Disagree; 2- Disagree; 3 – Neutral; 4- Agree; 5- Strongly Agree
 Salary packages and benefits of a company are the factors towards employee turnover