The effect of the perception of pay equality on the intention to leave the work and the moderation role of working conditions and a research about the subject

The ability of enterprises (companies) to survive and achieve sustainable competitive advantage, to reach the strategic aims and objectives of the organization depends on the capacity of their human resources. Therefore, the infrastructure of human resources should be handled with the same degree of importance as the financial and physical resources of each enterprise (company). Good and effective management of the human resource means being able to keep, attract and improve human capacity of the organization. Therefore, every organization with justice pay structures and equal wages allows them to realize it. Unequal wages and injustice payment bring many negative indicators, such as: high turnover rate of labor forces, absenteeism, stressful environments, business inconvenience, lack of motivation and organizational behaviors that are contrary to efficiency. The amounts of resources they will spend on payment management system practices whereas investments are shaped according to legal, financial and human factors. However, these activities need to protect always justice and equality in order to continue successfully working. Therefore our research study examines the effects of payment (wage) equality and their sub-dimensions on the intention to quit. In addition, it has been examined whether the working conditions play a regulatory role. The research consists of white-collar workers working in the institutionalized enterprises that are operating in the banking, education and textile sectors in Istanbul. In the study, out of the 350 surveys distributed, only 239 responded to the surveys and were evaluated within the scope of the research. In the light of the data obtained from the literature research, within the perception of general pay equality: Internal, External, Individual-Procedural Pay Equality dimensions are included. The regression analysis showed that all these dimensions affected the intention to quit. In addition, it was determined that the working conditions alone had no effect on the intention but have a moderation role on intention for leaving the job.