Summary

Factors affecting employee loyalty are age, length of service in the organization, payroll, work
design, leadership style, job characteristics, an organization's treatment of employees, promotion
of position, abilities, training, and incentives to the best performing employees.
A work environment is always filled with fun, friendship affection between employees together;
leader always recognizes all the results and encourages employees... It will create in the hearts of
employee interest, euphoria and help them achieve high performance in their jobs and more
loyalty.
Employee empowerment is also a factor to increase employee loyalty Good employees are often
very inquisitive, always wishing to assert and complete their work.
According to the job characteristics model of a work will bring general employee satisfaction
and create effective work well if it is designed job satisfies the following characteristics: use
many different skills, employees understand head and tail of work and work is very important for
certain business activities of the organization in general; this work allow employees make a
certain number of rights to complete its work and they will be responsible for their decisions;
work must have a feedback mechanism on the level of assessment for what employees have to
draw lessons for next time.
There are some main factors that influence the loyalty of the employee

Businesses often have different viewpoints and objectives to set up payment system. Generally,
businesses are tended to the four basic objectives:

attract employee, maintain good employees, stimulate motivate employees and to meet the
requirements of the law.

Attracting Employees:
the more organizations pay high incomes, the more the ability to attract good candidates from the
local market.

Maintain good employees:

to keep good employees, not only pay high incomes but also must reflect fairness in the
organization.

Stimulate and encourage employees to:

all elements in income: basic salary, bonus, benefits, subsidies should be used effectively in
order to create incentives to stimulate for employees.

Meet the requirements of the law:

the basics of the law relate to remuneration in business usually focus on the following problems:
the minimum income regulations, time and working conditions, child labor regulations, income
levels, social benefit provisions such as social insurance, sickness, maternity, occupational
accidents, etc.

Most people evaluate and measure both work and quality of work through the income. Therefore,
the income is considered as a measure for the job as well as the success of the employee at work.
High income makes people more satisfied materially which secure dedicatedly, more focused on
work and trying to prove their value more. Therefore, a very large impact on employee morale,
the impact is reflected in the following aspects:
When they receive income that the employee is worthy of their dedication, they will be inspired
and enthusiastic at work. - They hardly thought about running away to look for another job when
working, satisfied temporarily with their income.
They have a higher spirit and responsibility for the work they charge. They have more discipline
in the observance of the rules and more autonomy at work.

Working conditions are the factors that affect the health and comfort of employees at work,
include appropriate working time, the Security and relax at work. The necessary equipment for
the job and take time to go from home to the organization. Work environment is an important
factor in the decision of employees. They will work long-term or collaborate to look for a new
work environment.
A work environment is always filled with fun, friendship affection between employees together;
leader always recognizes all the results and encourages employees... It will create in the hearts of
employee interest, euphoria and help them achieve high performance in their jobs and more
loyalty.

Whereas a restrictive work environment, many rules and regulations, stress, etc. That makes
them no attention as high yield, usually leave to reduce stress. Working environment is always a
great concern of workers because working environment related to personal convenience, but at
the same time it is also a factor to help them complete well the tasks. Workers do not like the
working environment dangerous, disadvantage and not convenient. Temperature, light, noise and
other environmental factors must be consistent. Moreover, many workers prefer to work close to
their homes, work at clean place, modern and appropriate equipment. In addition, if the
equipment to work in the organization or organization is old, outdated will make difficult and
hampered for employees perform the tasks. This makes them unable to complete the tasks in
their abilities. Lead to reduce the passion for the job, can apply resign. Safety at work is also a
question of great interest. So it is also affect employee loyalty.

The goal congruence is when employees realize the goals and values of their relevance and their
commitment to the goals and values of the organization. The goal congruence is equivalent to the
concept of personal-organization fit, is defined as the compatibility of the values and personal
beliefs with the rules and values of the organization.
Goal congruence is combined with the results and influence behavior, for example, as more
committed to the organization and works better. Sales planning studies show that the goal
congruence is the precondition for positive work attitude and behavior of employees.
Commitment to the goals and values of the organization plays an important role in the service
and retail sector. The implementation of the policies and activities of an organization related to
requires the employee's commitment to the goals and values of the organization. If employees
feel their capacity fit with organizational goals and personal development goals consistent with
organizational goals. At the same time, understand the values and goals of the organization, the
business philosophy of the organization; employees will do their best for the organizations.
Employee’s loyalty is enhanced.

Support from the superiors is defined as the degree of consideration and support employee
received from the supervisor. A good leader must have capacities, help and treat employees
fairly, encourage two-way communication, and recognize the contribution of employees to carry
out the goals of the organization. If employees have good relationships with superiors and
colleagues, so employees will receive the sincere help from colleagues and superiors in job.
The employee’s satisfaction increased when their leadership is understanding, friendly, always
listen to the opinions from subordinates, respect and concern subordinates; always make their
promises; interested to training and fostering talent for organization, give praises when the
employees actually done a good job, listen comments and concerns to interests of employees,
etc. A superior like that always help employees achieve the best things and employees will
always trust superiors. So employee’s loyalty also increased significantly. The activities in
organization also like that, if employees have attention and helping from superiors and
colleagues, this will contribute to increasing their loyalty to organization. Conversely, if
superiors are authoritarian, conservative, etc. that makes employees feel fear, disgusted when
exposed, even want to leave the organization.

All employees are to be commended for the dedication or their contributions to organizations in
certain ways. Workers can receive in organizations not only have more money and not all people
are working for the money. Money will be powerful motivators for workers with low
qualifications and the pursuit of material wealth, but money has little impact to those who like to
be doing the job challenging or to satisfy personal ego. For example, a salesperson is more work
colleagues and directors publicly commend the award recipient feel proud of their achievements.
Recognized and demonstrated its position as the loyalty of employees as firmer. Therefore, the
reward is the present to encourage the efforts of employees towards achieving the goals of the
organization is tied to reward results and effectiveness of the implementation of the tasks of the
employees. In addition to work towards satisfying the personal needs of employees.
Employees in organizations always want to be treated fairly. They tend to compare the
contributions of his dedication to the incentives and rewards that they receive. Furthermore, they
also compare contributions, dedication, incentive and rewards with other employees. Therefore,
if employees see no fairness, they will not work with all their ability and even to quit work. And
if they find they are treated properly, reward and compensation is commensurate with the effort
they put out, they will have a positive attitude and willingness to support in the organizations,

more loyalty to organizations and businesses.

Empowerment is a form of employee trust, recognizing the competence of employees in work.

When the managers believe in management's decision-making ability of a person to support and
encourage them use their initiative. Empowerment means nearly autonomous tasks. The center of
two concepts is both the willingness of supervisors to subordinates to make decisions within the
scope of regulation and use initiative. Empowerment can be a tool to increase organizational
efficiency because it can enhance confidence in the ability to perform the employee's job.
Empowerment is particularly important for employees contact customer because it creates
flexibility in meeting customer requirements. No any organization venture to assign the
important work, the good positions in the organization for the incompetence. So this will create
trust of employees for superiors. Once assigned to take on a more important position, was
promoted. Employee will feel the weight, his talents were recognized and employee at that time
would have thought that: This is a good working environment where they can grow further in the
future. Therefore, employee empowerment is also a factor to increase employee loyalty

Good employees are often very inquisitive, always wishing to assert and complete their work.
Realizing small scale organization and business efficiency, does not help the career prospects of
their development, the employees will leave the organization to other organizations have the best
future? Training and employee development to update skills, new knowledge, which they can
apply the new technologies successfully, new technology in the organization. At the same time,
workers get the skills needed for advancement and opportunities can replace managers,
professionals. Satisfied the demand for training and employee development will stimulate
employees perform better, achieve more effective, they want to be given the task more
challenging with many opportunities for advancement more. Therefore, training is seen as a
basic element to meet the strategic objectives of the organization. Quality employee has become
one of the competitive advantages of organizations; organizations should focus on policy and
training opportunities for employee to develop themselves. There is such employee loyalty to the
organization.

According to the job characteristics model of a work will bring general employee satisfaction
and create effective work well if it is designed job satisfies the following characteristics: use
many different skills, employees understand head and tail of work and work is very important for
certain business activities of the organization in general; this work allow employees make a
certain number of rights to complete its work and they will be responsible for their decisions;
work must have a feedback mechanism on the level of assessment for what employees have to
draw lessons for next time. Also, to get the employee satisfies the job needs to be done in
accordance with their capacity.
If the work is assigned to employee require too much skills, or beyond their inherent skills. After
such time, the employee will tend to be depressed because they can’t finish the job, or stress due
to overwork heavy and too their ability. Lead to the ability to leave the organization, the
organization is very high. Conversely, if good employees are assigned to tasks or work not in
accordance with their capabilities, expertise incorrectly, the good employees are not exposed and
use their abilities. Or tasks and repetitive jobs, less complexity, would make good employees get
bored, even frustrating. So sooner or later they will leave the organization

Most employees, especially good employees are always interested in conquering the difficulties,
challenges because the leader believes them than the greater responsibility they expect. So, the
business, the management should assign to them tasks require them to think and develop
personal capacity, collective strength and support when necessary to arouse interest and work
effort. Therefore, the leaders need to identify and to give people see the role of work and
contribution levels, the degree of their importance to the organization, this will help workers
understand their role, their job done to create better work force

Benefits are what they can get from their organization, in addition to the money they earn.
benefit have role important in determining level job satisfaction. According to him, the benefits
affect job satisfaction. Firstly, benefit is a part of component remuneration which organizations
pay for employees, which the remuneration influences to employee’s job satisfaction. Second,
the benefits sometimes substitute for incomes.
the employees interest to social insurance, health insurance, the statutory vacation, personal and
sick leave when required, the union to protect the legitimate interests of employees, the annual
travel, the long-term stability to the organization (not afraid of losing work), the organization
purchased the support, the right to purchase shares of firms with preferential prices, etc.