Beyond compensation: effect of employee benefits on job motivation, performance, and turnover intention

This study investigates the influence of employee benefits on motivation, performance, and turnover intention within contemporary workplaces that increasingly emphasize employee well-being. Addressing a key gap in the literature, it employs Structural Equation Modeling (SEM) and analyzes data from 387 Generation Y and Generation Z employees in Small and Medium Enterprises (SMEs) in Thailand. The analysis examines how diverse benefit types influence employees’ motivation, performance, and decisions to remain with their organizations. The findings reveal a direct and positive link between employee benefits, enhanced motivation, and improved performance, which together significantly reduce turnover intention. Specifically, attraction and retention strategies, organizational support mechanisms, and a growth-oriented, well-being-focused environment emerged as critical factors in motivating employees and elevating their performance. Overall, the study demonstrates that strategically designed employee benefit packages—aligned with employee needs and workplace realities—foster engagement, productivity, and loyalty. This study contributes valuable insights for organizational leaders seeking to refine benefit systems and extends the academic understanding of the strategic importance of non-monetary benefits in promoting employee satisfaction and retention.

本研究探讨了在愈发重视员工福祉的现代职场中，员工福利对工作动机、工作绩效与离职意向的影响。针对现有文献中的关键研究缺口，本研究采用结构方程模型（Structural Equation Modeling，SEM），对泰国中小型企业（Small and Medium Enterprises，SMEs）的387名Y世代与Z世代员工的调研数据展开分析。研究分析了多元员工福利类型如何影响员工的工作动机、绩效以及留任组织的决策。结果显示，员工福利与工作动机提升、绩效改善之间存在显著正向直接关联，而工作动机提升与绩效改善二者可共同显著降低员工的离职意向。具体而言，吸引与留任策略、组织支持机制，以及以成长为导向、聚焦员工福祉的工作环境，均为激励员工、提升其绩效的关键因素。总体而言，本研究证实，结合员工需求与职场实际情况精心设计的员工福利方案，能够提升员工参与度、工作生产力与组织忠诚度。本研究为致力于优化福利体系的组织管理者提供了极具价值的学术洞见，同时也拓展了学界对于非货币福利在提升员工满意度与员工留任率方面的战略重要性的认知。