This article aims to examine how remittance obligations reshape employee engagement, compensation experience and workforce retention. While remittances are typically discussed through economic or migration perspectives, their HR implications remain underexplored. The article introduces a Remittance-Sensitive HR Model focused on compensation reliability, usability and stability to help HR leaders better understand remittance-dependent employees.
Using a conceptual, practitioner-oriented approach, the article synthesizes literature on remittances, employee engagement and organizational identity to develop the Remittance-Sensitive HR Model. Industry examples from healthcare and aviation illustrate how compensation reliability, scheduling stability and compensation usability may influence workforce engagement and retention.
Remittance-dependent employees may evaluate compensation differently from traditional workforce assumptions centered on individual income consumption. Compensation reliability, accessibility, payroll consistency and scheduling predictability may significantly influence organizational commitment and retention when wages support households elsewhere. The article identifies compensation usability as an underrecognized driver of workforce engagement.
This article offers a new HR-focused perspective on remittances by positioning them as an employee engagement and compensation management issue rather than solely an economic topic. The article advances the concept of compensation usability and introduces a practical framework linking compensation reliability, scheduling stability and workforce retention in remittance-dependent employee populations.
