The relationship between human resource practices and turnover intention
In today's highly competitive global economy, developing and retaining employees is a major challenge for human resource management especially to reduce turnover among high performers employee. Turnover intention is a key factor that leads to actual turnover which will impact the organization p...
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| Format: | Dissertation |
| Language: | English English |
| Published: |
2015
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| Online Access: | https://etd.uum.edu.my/5269/1/s812013.pdf https://etd.uum.edu.my/5269/2/s812013_abstract.pdf https://etd.uum.edu.my/5269/ |
| Abstract | Abstract here |
| Summary: | In today's highly competitive global economy, developing and retaining employees is a major challenge for human resource management especially to reduce turnover among high performers employee. Turnover intention is a key factor that leads to actual turnover which will impact the organization performance. Previous research had discussed on improving of human resource practices and turnover intention in the organization. Among the methods to reduce turnover intention is by enhancing the
human resource practices. This study investigated the relationship between human
resource practices and turnover intension at local university i.e. International Islamic
University Malaysia (IIUM). It is intended to verify the critical human resource practices
that highly contributed to employee turnover intention and its organization. Data was analysed using 'Statistical Package for Social Science (SPSS) Version 18 and a total of 280 questionnaires were returned and had been analysed. Respondents was selected using purposive sampling procedure i.e. department with highest administrative staff, in selecting the participants of the study in order to understand the relationship between human resource practices and turnover intention. Results from the analysis had confirmed that there were significant relationship between compensation and benefits and turnover intention in IIUM. The results also confirmed that compensation and benefits was the most important variable to be improved to reduce the turnover intention in the organization |
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