The Impact of Intrinsic and Extrinsic Job Satisfaction on Turnover Intentions: A Moderating Effect of Public and Private Sector Employees
Abstract
The operational efficiency in China's private and public sectors presents significant differences that managers are unaware of, leading to increased turnover intentions. The current research covers the impacts of intrinsic and extrinsic job satisfaction on turnover intentions within the Chinese public sector. This research investigates the correlation between job satisfaction and employee turnover intentions in the Chinese public and private sectors. Data were gathered via questionnaires distributed to employees from multiple public and private enterprises and institutions. The findings indicate clear differences between employees in the public and private sectors regarding the influence of job satisfaction on intentions to turnover. Specifically, Chinese public employees show less extrinsic job satisfaction and less desire to quit than employees employed in the private sector. Moreover, compared to employees in the private sector, those working in the public sector have a direct but insignificant negative relationship between extrinsic job satisfaction and turnover intentions. To improve employee motivation, it is recommended that public-sector managers prioritize enhancing extrinsic job factors and consider reallocating dissatisfied employees to more suitable roles. Furthermore, managers should evaluate whether their organization’s turnover rate is overly high, as it will deteriorate productivity and efficiency.
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