The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area
This research investigates the impact of organizational based factors on workers retention in Kota Kinabalu Sabah. In addition the moderation effects of age and education level where also determine. The objective of this research is to examine whether independent variables (honored employee statu...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
2014
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| Subjects: | |
| Online Access: | https://eprints.ums.edu.my/id/eprint/17916/1/The%20effect%20of%20organizational%20based%20factor.pdf |
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| Summary: | This research investigates the impact of organizational based factors on workers
retention in Kota Kinabalu Sabah. In addition the moderation effects of age and
education level where also determine. The objective of this research is to examine
whether independent variables (honored employee status, wage effect, promotion,
effect of economy status, and employee performance) has a significant relationship
on workers retention and alternative age and education level play a moderate role
in the relationship between independent variables and dependent variable. The
research found that independent variable (wage effect and employee performance)
has a significant relationship with the workers retention and independent variables
(honored employee status, promotion, and effect of economy cycle) do not have
significant relationship with workers retention. Also there are no moderating effect
of age and education levels on the relationship between independent variables and
dependent variable. The research hypothesis tested using SPSS tools of multiple
regression and hierarchical regression. From the result, the reason on why honored
employee status is not significant because according to Manpower survey (2010)
and employers indicated their organization does not have a proactive process in
place to capture a person's job knowledge and according to Aberdeen Group (2009)
human resources executives and line of business managers surveyed rated
'Capturing and transferring knowledge from those who have it to those who need it'
as a top workforce-related challenge. It shows that not all private sector willing to
do transfer knowledge or proactively honored their employee status. Usually this is because they only focusing on monetary benefits. According to Singler, (1999).p ay
rates as their prime weapon in retaining staff, pay incentives will help align the
employees Interest with those of the organization's owner and efforts to improve
job satisfaction through employee autonomy, training, and pleasant working
conditions will help retain talented employees. Base on Lazear (1986) he stated
that promoted workers may develop general human capital, making them more
valuable to the firm's competitors, making turnover more likely. Accordingly, it
might be said that though a recent promotion provides a timely motivation to deter
turnover, on the average, promotion Inversely increases propensity to turnover and
reduces the length of time one retains his or her job. Meanwhile, according to
Manpower survey (2010), It stated that employers cited 'to start own business or
retire' as the most common reason their employees left voluntarily in 2009. A
person who is working in private sectors will run their own business although they
are working. This Is maybe because they are having less stress, enjoying their live
and at the same time getting a work life balance. Lazear (1999) he found better
performers were less likely to turnover. He argued that individual performance is
often closely associated with some degree of firm-specific characteristics. Better
performance, thus, reflects more beneficial firm-specific skills, which may motivate
retention. According to Pelled (1996) when he argued that demographics, such as,
age, education level race, and gender are visible and silent. For the rejection of age,
and education level, maybe this mainly because of the wage effect and employee
performance is more importance in workers retention. These finding contribute to
the retention of human resources in an organization. |
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