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...

Full description

Saved in:

Bibliographic Details
Main Author:	Putri Shafini Natasha Sharudin
Format:	Thesis
Language:	English
Published:	2014
Subjects:	HD Industries Land use Labor
Online Access:	https://eprints.ums.edu.my/id/eprint/17916/1/The%20effect%20of%20organizational%20based%20factor.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-ums-ep.17916
record_format	uketd_dc
spelling	my-ums-ep.179162017-12-28T22:37:27Z The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area 2014 Putri Shafini Natasha Sharudin HD Industries. Land use. Labor 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. 2014 Thesis https://eprints.ums.edu.my/id/eprint/17916/ https://eprints.ums.edu.my/id/eprint/17916/1/The%20effect%20of%20organizational%20based%20factor.pdf text en public masters Universiti Malaysia Sabah Faculty of Business, Economics and Accounting
institution	Universiti Malaysia Sabah
collection	UMS Institutional Repository
language	English
topic	HD Industries Land use Labor
spellingShingle	HD Industries Land use Labor Putri Shafini Natasha Sharudin The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area
description	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.
format	Thesis
qualification_level	Master's degree
author	Putri Shafini Natasha Sharudin
author_facet	Putri Shafini Natasha Sharudin
author_sort	Putri Shafini Natasha Sharudin
title	The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area
title_short	The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area
title_full	The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area
title_fullStr	The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area
title_full_unstemmed	The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area
title_sort	effect of organizational based factor on workers retention in private sector in kota kinabalu area
granting_institution	Universiti Malaysia Sabah
granting_department	Faculty of Business, Economics and Accounting
publishDate	2014
url	https://eprints.ums.edu.my/id/eprint/17916/1/The%20effect%20of%20organizational%20based%20factor.pdf
_version_	1747836478626463744

The effect of organizational based factor on workers retention in private sector in Kota Kinabalu area

Similar Items