UNDERSTANDING THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES ON INTENTION TO STAY: EVIDENCE FROM MALAYSIA

Johanim Johari · Khulida Kirana Yahya · Mohamad Nassruddin Ahmad

16 citations0/0 files storedUniversiti Utara Malaysia Institutional Repository (Universiti Utara Malaysia)

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

The main objective of this study is to examine the relationships between human resources management (HRM) practices and intention to stay. Four dimensions of HRM practices are training and development, career development, compensation and benefits, and performance appraisal and achievement. All of these sub-factors were assessed as the predictor of employee intention to stay. A total of 250 questionnaires were distributed to technicians in several manufacturing companies in the Kulim Industrial Park, Malaysia and 184 questionnaires were returned and used for data analysis. Pearson correlation coefficient and regression analyses were done to assess the relationships of all the variables. The findings reported a positive and significant correlation of all HRM practices and intention to stay. The regression results indicated that 15.8 percent of variance that explained the employee intention to stay was accounted for by dimensions in HRM practices. Discussions elaborated on the importance each HRM practices in promoting intention to stay among the manufacturing technicians. Finally, recommendations and conclusion were also highlighted.

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References

1980Understanding Attitudes and Predicting Social Behavior 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.1996PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS 1996MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS.2015Strategic human resource management 1977Intermediate linkages in the relationship between job satisfaction and employee turnover.1997Human resource management and performance: a review and research agenda 2001Applied Business research: Qualitative and Quantitative Methods

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