Rewards’ management has long been used as a panacea to promote job satisfaction and labour retention. However, the relationship between these variables is not clearly defined in the real estate industry, due to the scarcity of empirical studies. The purpose of this study is to evaluate the role of both satisfaction with intrinsic rewards (SIR) and satisfaction with extrinsic rewards (SER) on job satisfaction and turnover intention in the real estate industry.,Using a sample of 220 employees from the three largest real estate agencies in Portugal, the study analyses a conceptual framework and tests hypotheses by using partial least squares (PLS), along with importance-performance map analysis (IPMA).,Results indicate that both SIR and SER have a positive impact on job satisfaction. However, SER has a stronger impact on job satisfaction. Satisfaction with rewards and job satisfaction are negatively related to turnover intention. Job satisfaction mediates the relationship between satisfaction with rewards and turnover intention. Results also show gender and age differences. SIR is more important for women and younger agents. SER has similar importance for men and women, but higher importance for older agents.,Findings of this study extend the existing literature on rewards satisfaction and turnover intention to the context of the real estate industry. They present a contribution to the current debate on extrinsic vs intrinsic rewards for this particular industry.,Following the results of this research, real estate managers should consider intrinsic rewards because they also play a role for job satisfaction and turnover intentions. Human resource managers should consider identifying employees’ needs and motivations and then implement adequate strategies to promote their job satisfaction because it plays a mediating role between satisfaction with rewards and turnover intention. Reward strategies should also consider gender and age differences by giving women and younger agents more recognition, responsibilities and other intrinsic rewards because they are important for their job satisfaction.,Previous studies on real estate agents rewards appear to have only focussed on extrinsic rewards. To the best of the knowledge, this is the first study to analyse the effects of SIR on job satisfaction and turnover intention in the real estate industry. Also, to the best of the knowledge, this study is original in the use of IPMA to detect gender and age differences.

中文翻译：

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内在奖励对房地产经纪人重要吗？

奖励的管理长期以来被用作提高工作满意度和保留劳动力的灵丹妙药。但是，由于缺乏实证研究，因此在房地产行业中，这些变量之间的关系尚未明确定义。这项研究的目的是评估房地产行业内在奖励（SIR）和外在奖励（SER）在工作满意度和离职意向方面的作用。使用来自三大领域的220名员工作为样本该研究对葡萄牙的房地产中介机构进行了分析，并使用偏最小二乘（PLS）和重要性绩效图分析（IPMA）对假设进行了检验。结果表明，SIR和SER对工作满意度都有积极影响。但是，SER对工作满意度的影响更大。对奖励的满意和工作满意度与离职意向负相关。工作满意度介导了对奖励的满意度与离职意向之间的关系。结果还显示出性别和年龄差异。SIR对女性和年轻的探员更为重要。SER对男人和女人具有相似的重要性，但对年长的经纪人则具有更高的重要性。本研究的发现将有关奖励满意度和离职意向的现有文献扩展到房地产行业。他们为当前关于该特定行业的外在奖励与内在奖励的辩论做出了贡献。根据这项研究的结果，房地产经理应考虑内在奖励，因为它们也对工作满意度和离职意图发挥作用。人力资源经理应该考虑确定员工的需求和动机，然后实施适当的策略来提高他们的工作满意度，因为它在奖励满意度和离职意图之间起着中介作用。奖励策略还应考虑性别和年龄的差异，因为它们对工作满意度很重要，因此可以赋予妇女和年轻的代理人更多的认可，责任和其他内在奖励。以往有关房地产代理人奖励的研究似乎只关注于外部奖励。据此，这是第一项分析SIR对房地产行业工作满意度和离职意向影响的研究。另外，就所知，该研究是使用IPMA检测性别和年龄差异的原始方法。