Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College

• Main Author: Lai, Mun Keong
• Format: Thesis
• Language: English; English
• Published: 2011
• Subjects: HF5549-5549.5 Personnel Management. Employment
• Online Access: https://etd.uum.edu.my/2883/1/Lai_Mun_Keong.pdf; https://etd.uum.edu.my/2883/2/1.Lai_Mun_Keong.pdf; https://etd.uum.edu.my/2883/

The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the ways to minimize the turnover or retaliation of employees. The study also hypothesized that there are significant differences in the ways to curb turnover. Basically the term turnover and retaliation has a significant value on the basis of how business runs. If any company denies the absence of this two occasion, that must be a lie or a fraudulent. These two really go hand-in-hand with each other as it indirectly portrays the check and balance of the ongoing in the organization, between the employees and the employer. The result of job satisfaction and turnover intention generally support the hypothesis. In addition, the result of this study could be used to warrant further more empirical based research in the area of jobs and turnover behaviour. This study had highlighted 4 main ideas, recruitment, selection and early socialization; pay, performance and supplementary benefits; leadership and supervision and career planning and development.