The relationship between High Performance Work Practices (HPWP), job satisfaction and intention to withdraw among employees of Government - Linked Companies (GLC)

• 第一著者: Pascalia Asing @ Esther Asing
• フォーマット: 学位論文
• 言語: 英語
• 出版事項: 2010
• 主題: HD58.7-58.95 Organizational behavior, change and effectiveness. Corporate culture
• オンライン･アクセス: https://eprints.ums.edu.my/id/eprint/8917/1/mt0000000310.pdf

This study entitled The Relationship Between High Performance Work Practices (HPWP), Job Satisfaction and Intention To Withdraw Among Employees of Government-Linked Companies was adapted and modified the model developed by Arocas and Camps (2007) to suit the setting of this study. The objectives of thisstudy are to identify the impact of HPWP towards the intention to withdraw and to identify whether job satisfaction intervenes the relationship between HPWP and intention to withdraw. The study was carried in particular among the employees of Government-Linked Companies (GLC) in Sabah, specifically in the similar nature of business as in infrastructure and property development, namely K.K.I.P. Sdn Bhd (KKIP) and Sabah Urban Development Corporation (SUDC) with the intention of garnering each and everyone of the 150 employees of all levels. However, only 105 questionnaires were completed and returned. For the purpose of this research, questionnaires were used as the main research instrument. From the study, it was found Job Satisfaction has significant intervening effect on the relationship between HPWP and Intention to Withdraw. In addition, High Performance Work Practices (HPWP) consisting of Salary, Job Enrichment and Job Security, is positively related to employee's job satisfaction, whereas HPWP is negatively related to intention to withdraw. It is hoped that this research will contribute to the advancement of the understanding the general attitude of the employees of GLCs and thus to formulate recommendations on minimizing turnover issues.