Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator
In order to identify the factors that lead to an increasing employees' turnover rate in the Malaysian Financial Service Industry, the researcher had conducted a study in investigating the relationship between Human Resource (HR) practices and turnover intention among the frontline employees in...
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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/17919/1/Relationship%20between%20human%20resource%20.pdf |
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| Summary: | In order to identify the factors that lead to an increasing employees' turnover rate in the Malaysian Financial Service Industry, the researcher had conducted a study in investigating the relationship between Human Resource (HR) practices and turnover intention among the frontline employees in the commercial banks within the capital cities of Borneo region. As well as implied work opportunities as the moderating variable on the relationship between HR practices (compensation, job advancement and supervisory support) and turnover intention. The empirical results revealed that
compensation and job advancement were found insignificant towards turnover intention. Whereas, supervisory support was the only variable found to have a direct
negative and significant relationship towards turnover intention. Interestingly, the results also indicated that demography factors (gender, age and educational
background) were insignificant towards turnover intention even after the moderating effect was tested on this relationship. Conversely, when the moderating effect of
work opportunities were examined on the relationship between HR practices and turnover intention, all the three variables (compensation, job advancement and
supervisory support) marked significant relationships. In short, work opportunities could moderate the relationship between HR practices and turnover intention. |
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