This is an era in history that government is expecting not to have enough money to pay pension liabilities based on possible underfunded pension account. As a result of these liabilities, scholars are suggesting that government should shift from defined-benefit (DB) to defined-contribution (DC). This study used a motivational framework to explore various issues pertaining to public employees’ turnover, performance, and job satisfaction. The current concepts of pension liabilities may lead the Texas state government to change from DB to DC. This change would lead to increased inequity between total income of private sectors and midlife public employees’ remunerations. The desired outcome of fulfilling goals based on expected valuable rewards would be forfeited. Expectation of public employees on DB as promised would not be met. This study explored areas in which the unpaid pension benefits of midlife public employees impact organizational turnover. A theoretical motivational framework was presented to explore the core areas that motivate midlife public employees. Expectancy and equity theories suggest that reward in the form of DB should stand as valence that compensates employees after meeting their tasks. Analysis followed Spiggle’s (1994) step-by-step analytical models; NVivo 10 removed researcher bias. Further study in the area of perceived employment, underemployment, and unemployment is required to add to the body of knowledge.
|Adviser||Phillip M. Randall|
|Subjects||Management; Public administration|
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