Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.

Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.

Turnover intention is basically the manifestation of one's inner feeling about his or her job. In other words, it is an emotional state linked to one's job, which would effectively be translated into job behaviors, and in due course would positively/negatively affect the overall performanc...

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Main Author: Banu, Nagaindran
Format: Thesis
Language:eng
eng
Published: 2006
Subjects:
HF5546-5548.6 Office Management
HF5601-5689 Accounting
Online Access:https://etd.uum.edu.my/26/1/banu_nagaindran.pdf
https://etd.uum.edu.my/26/2/banu_nagaindran.pdf
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id my-uum-etd.26
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
topic HF5546-5548.6 Office Management
HF5601-5689 Accounting
spellingShingle HF5546-5548.6 Office Management
HF5601-5689 Accounting
Banu, Nagaindran
Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.
description Turnover intention is basically the manifestation of one's inner feeling about his or her job. In other words, it is an emotional state linked to one's job, which would effectively be translated into job behaviors, and in due course would positively/negatively affect the overall performance of an employee. In this context, the level of turnover intention experienced by the employee is greatly influenced by various internal and external factors. To mention a few, they might include the nature of the job itself, management practices, human resources systems and policies, work place condition, co-workers/peers and the other personal feelings normally reflects the aggregate effects of many attributing factors. Therefore, attempts to single out any specific influential factor in explaining the level of turnover intention among employees would proof to be less objective and costly. This study was commenced to examine the level of turnover intention among Global Support Executives of HSBC Call Center, Cyberjaya. That being the case, it was also focusing on few selected variables believed to have a constructive influence on the research question, turnover intention. This task entails a closer look at examining the relationship between two identified variables, ie; job satisfaction and organizational justice and the level of turnover intention experienced by HSBC.
format Thesis
qualification_name masters
qualification_level Master's degree
author Banu, Nagaindran
author_facet Banu, Nagaindran
author_sort Banu, Nagaindran
title Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.
title_short Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.
title_full Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.
title_fullStr Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.
title_full_unstemmed Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia.
title_sort job satisfaction and organizational justice as determinant of turnover intention: a study among global support executives (gses) in hsbc call center cyberjaya malaysia.
granting_institution Universiti Utara Malaysia
granting_department College of Business (COB)
publishDate 2006
url https://etd.uum.edu.my/26/1/banu_nagaindran.pdf
https://etd.uum.edu.my/26/2/banu_nagaindran.pdf
_version_ 1747826829054443520
spelling my-uum-etd.262013-07-24T12:05:20Z Job Satisfaction and Organizational Justice As Determinant of Turnover Intention: A Study Among Global Support Executives (GSEs) in HSBC Call Center Cyberjaya Malaysia. 2006-11 Banu, Nagaindran College of Business (COB) Faculty of Business Management HF5546-5548.6 Office Management HF5601-5689 Accounting Turnover intention is basically the manifestation of one's inner feeling about his or her job. In other words, it is an emotional state linked to one's job, which would effectively be translated into job behaviors, and in due course would positively/negatively affect the overall performance of an employee. In this context, the level of turnover intention experienced by the employee is greatly influenced by various internal and external factors. To mention a few, they might include the nature of the job itself, management practices, human resources systems and policies, work place condition, co-workers/peers and the other personal feelings normally reflects the aggregate effects of many attributing factors. Therefore, attempts to single out any specific influential factor in explaining the level of turnover intention among employees would proof to be less objective and costly. This study was commenced to examine the level of turnover intention among Global Support Executives of HSBC Call Center, Cyberjaya. That being the case, it was also focusing on few selected variables believed to have a constructive influence on the research question, turnover intention. This task entails a closer look at examining the relationship between two identified variables, ie; job satisfaction and organizational justice and the level of turnover intention experienced by HSBC. 2006-11 Thesis https://etd.uum.edu.my/26/ https://etd.uum.edu.my/26/1/banu_nagaindran.pdf application/pdf eng validuser https://etd.uum.edu.my/26/2/banu_nagaindran.pdf application/pdf eng public masters masters Universiti Utara Malaysia Abelson, M.A. (1993). Turnover cultures. Research in Personnel and Human Resource Management, 11 : pp339 - 376. Asia Pacific Management News. (1997). Malaysian minister warns on dangers of 'Job - Hopping' at RMIT MBA graduation ceremony. January 31, 1997. Aryee, S. (1991). Creating a committed workforce: Linking socialization practices to business strategy. Asia Pacific Human Resource Management, Autumn, pp 102 - 122. Aryee, S. (1993). 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Organizational commitment and absenteeism: an examination of direct and interaction effects. Journal of Organizational Belzavior. 16, pp49-58. Weisberg, J. and Kirschenbaum, A. (1993). Gender and Turnover: A reexamination of the impact of sex on intent and actual job changes. Human Relations, 46(8): pp487-1006. Wong, C.S., Chun, H. and Law, K.S. (1996). Casual relationship between attitudal antecedents to turnover. Acadenty of Management BEST PAPER PROCEEDINGS 1995, pp342 - 346, Vancouver, British Columbia Canada.

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