The relationship between human resource factors and turnover intention

Employee turnover presents organizations with a challenging predicament because of the high costs associated with finding, hiring, and training new employees and the adverse effects on the morale of the remaining employees. The present study is a systematic effort to gain insight into the relationsh...

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Main Author:	Shamsul Kamar, Abdul Rahman
Format:	Thesis
Language:	eng eng eng
Published:	2022
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/10062/1/depositpermission-not%20allow_s820808.pdf https://etd.uum.edu.my/10062/2/s820808_01.pdf https://etd.uum.edu.my/10062/3/s820808_02.pdf
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id	my-uum-etd.10062
record_format	uketd_dc
spelling	my-uum-etd.100622022-11-21T04:37:23Z The relationship between human resource factors and turnover intention 2022 Shamsul Kamar, Abdul Rahman Azizan, Norizan School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment Employee turnover presents organizations with a challenging predicament because of the high costs associated with finding, hiring, and training new employees and the adverse effects on the morale of the remaining employees. The present study is a systematic effort to gain insight into the relationship between the human resource factors, namely compensation and benefits, training and development, and career advancement, with the turnover intention of Wurth employees. The study applies the exploratory approach to understand the above mentioned human resource factors and turnover intention. The development of an instrument then follows it to measure the relationship of the identified human resource factors with turnover intention. A quantitative research method, i.e., a survey, was used to collect primary data from Wurth employees selected based on convenient sampling. Data collected were analyzed using descriptive statistics via SPSS v22 software. The study's outcomes have shown no significant relationship between compensation and benefits, training and development, and career advancement with turnover intention at Wurth. However, it should be noted that the multiple regression analysis did project training and development of having some degree of influence on turnover intention within the subject matter. The information gathered from the study is essential to managers at Wurth as they provide the information that could facilitate their efforts in devising better strategies to retain turnover intentions within its employees at its lowest level to minimize any disruption towards the organization's effort in meeting their business objectives. 2022 Thesis https://etd.uum.edu.my/10062/ https://etd.uum.edu.my/10062/1/depositpermission-not%20allow_s820808.pdf text eng staffonly https://etd.uum.edu.my/10062/2/s820808_01.pdf text eng staffonly https://etd.uum.edu.my/10062/3/s820808_02.pdf text eng staffonly other masters Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng eng
advisor	Azizan, Norizan
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Shamsul Kamar, Abdul Rahman The relationship between human resource factors and turnover intention
description	Employee turnover presents organizations with a challenging predicament because of the high costs associated with finding, hiring, and training new employees and the adverse effects on the morale of the remaining employees. The present study is a systematic effort to gain insight into the relationship between the human resource factors, namely compensation and benefits, training and development, and career advancement, with the turnover intention of Wurth employees. The study applies the exploratory approach to understand the above mentioned human resource factors and turnover intention. The development of an instrument then follows it to measure the relationship of the identified human resource factors with turnover intention. A quantitative research method, i.e., a survey, was used to collect primary data from Wurth employees selected based on convenient sampling. Data collected were analyzed using descriptive statistics via SPSS v22 software. The study's outcomes have shown no significant relationship between compensation and benefits, training and development, and career advancement with turnover intention at Wurth. However, it should be noted that the multiple regression analysis did project training and development of having some degree of influence on turnover intention within the subject matter. The information gathered from the study is essential to managers at Wurth as they provide the information that could facilitate their efforts in devising better strategies to retain turnover intentions within its employees at its lowest level to minimize any disruption towards the organization's effort in meeting their business objectives.
format	Thesis
qualification_name	other
qualification_level	Master's degree
author	Shamsul Kamar, Abdul Rahman
author_facet	Shamsul Kamar, Abdul Rahman
author_sort	Shamsul Kamar, Abdul Rahman
title	The relationship between human resource factors and turnover intention
title_short	The relationship between human resource factors and turnover intention
title_full	The relationship between human resource factors and turnover intention
title_fullStr	The relationship between human resource factors and turnover intention
title_full_unstemmed	The relationship between human resource factors and turnover intention
title_sort	relationship between human resource factors and turnover intention
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2022
url	https://etd.uum.edu.my/10062/1/depositpermission-not%20allow_s820808.pdf https://etd.uum.edu.my/10062/2/s820808_01.pdf https://etd.uum.edu.my/10062/3/s820808_02.pdf
_version_	1776103723321262080

The relationship between human resource factors and turnover intention

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