Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, and Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior.

Millisa Saramosing Equit

doi:10.36948/ijfmr.2023.v05i05.7692

Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, and Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior.

Author(s)	Millisa Saramosing Equit
Country	Philippines
Abstract	This research evaluated the employee perspective of job retention strategy and its relationship with knowledge-sharing behavior. It has given insight pertaining to employee turnover reduction and securing the sharing of knowledge behavior. A research assessment form was used to collect data. The questions were adapted from previous related studies. Convergence validity and reliability tests were used for scale- items, discriminant validity, and correlation coefficients were used for scale’s linear relationship, and hierarchical regression to analyze significant predictors and relationships. The three hundred twenty-six (326) target employee respondents were surveyed. They were randomly selected from different types of agribusiness sectors. The research results showed that employees’ perspectives on variables such as intrinsic retention affective organizational commitment (IRAOC) and extrinsic retention pay satisfaction (ERPS) revealed the highest positive relationship and significant predictor to knowledge sharing behavior (KSB). Both intrinsic retention (IR) and extrinsic retention (ER), overall, had a positive impact and highly significant predictor of KSB outcome, ER was most observed to have a positive relationship and highly significant predictor of KSB in Agribusiness enterprises. The research only studied the Agribusiness sector of the Philippines registered MSMEs in the Northern Mindanao region specific to Bukidnon province. The data collected were solely quantitative. And it only focused on the employees. Further studies would be preferred to study the owner or employer perspective and expand the scope of the study. The enterprise could use the importance of incorporating extrinsic and intrinsic retention strategies and practices to avoid employee turnover in the agribusiness sector and secure knowledge to be shared among employees. This research incorporated job retention strategies as intrinsic or extrinsic. Each retention strategy has been defined according to its nature of retaining employees. This has been presented clearly and each has been assessed in its relationship to knowledge-sharing behavior. Keywords were Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior.
Keywords	Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, and Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior.
Field	Business Administration
Published In	Volume 5, Issue 5, September-October 2023
Published On	2023-10-23
Cite This	Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, and Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior. - Millisa Saramosing Equit - IJFMR Volume 5, Issue 5, September-October 2023. DOI 10.36948/ijfmr.2023.v05i05.7692
DOI	https://doi.org/10.36948/ijfmr.2023.v05i05.7692
Short DOI	https://doi.org/gszvsg

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Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, and Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior.

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