The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company

The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company

This study examines factors that influence intention to stay among employees in oil and gas company in Acheh. In this cross-sectional study, three independent variables namely HR practices, supervisory support and work-life balance policies were tested against intention to stay. 139 respondents part...

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Main Author: Fathaniy, Ahmad Zackiy
Format: Thesis
Language:eng
eng
Published: 2011
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/2764/1/Ahmad_Zackiy_Fathaniy.pdf
https://etd.uum.edu.my/2764/2/1.Ahmad_Zackiy_Fathaniy.pdf
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id my-uum-etd.2764
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Othman, Siti Zubaidah
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Fathaniy, Ahmad Zackiy
The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company
description This study examines factors that influence intention to stay among employees in oil and gas company in Acheh. In this cross-sectional study, three independent variables namely HR practices, supervisory support and work-life balance policies were tested against intention to stay. 139 respondents participated in this study. The research objectives were answered using correlation and regression analysis. The results are also presented using descriptive statistics. The study shows that HR practices as a whole were positively related to employees’ intention to stay. However, only career opportunities was found related with intention to stay No relationship was found between supervisory support and intention to stay, and between work-life balance policies and intention to stay. Suggestions are made for further research on ways to encourage employee to stay with the organization.
format Thesis
qualification_name masters
qualification_level Master's degree
author Fathaniy, Ahmad Zackiy
author_facet Fathaniy, Ahmad Zackiy
author_sort Fathaniy, Ahmad Zackiy
title The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company
title_short The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company
title_full The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company
title_fullStr The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company
title_full_unstemmed The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company
title_sort role of hr practices, supervisory support and work-life balance policies on employee intention to stay: a study in oil and gas company
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2011
url https://etd.uum.edu.my/2764/1/Ahmad_Zackiy_Fathaniy.pdf
https://etd.uum.edu.my/2764/2/1.Ahmad_Zackiy_Fathaniy.pdf
_version_ 1747827423731253248
spelling my-uum-etd.27642016-04-18T07:21:36Z The Role of HR Practices, Supervisory Support and Work-Life Balance Policies on Employee Intention to Stay: A Study in Oil and Gas Company 2011 Fathaniy, Ahmad Zackiy Othman, Siti Zubaidah Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment This study examines factors that influence intention to stay among employees in oil and gas company in Acheh. In this cross-sectional study, three independent variables namely HR practices, supervisory support and work-life balance policies were tested against intention to stay. 139 respondents participated in this study. The research objectives were answered using correlation and regression analysis. The results are also presented using descriptive statistics. The study shows that HR practices as a whole were positively related to employees’ intention to stay. However, only career opportunities was found related with intention to stay No relationship was found between supervisory support and intention to stay, and between work-life balance policies and intention to stay. Suggestions are made for further research on ways to encourage employee to stay with the organization. 2011 Thesis https://etd.uum.edu.my/2764/ https://etd.uum.edu.my/2764/1/Ahmad_Zackiy_Fathaniy.pdf application/pdf eng validuser https://etd.uum.edu.my/2764/2/1.Ahmad_Zackiy_Fathaniy.pdf application/pdf eng public masters masters Universiti Utara Malaysia Al-Harthy, M. H. (2008). Motivation: A Challenge for oil and gas companies an Omani case study. Oil and Gas Business, retrieved 20 February, 2011 from www.ogbus.ru/eng/authors/Al-Harthy/Al-Harthy_1.pdf Anand. K.N (1997). Give success a change. Total quality management 8(4), 195-200. Anderson, A.H. (1994). Successful training practices. Oxford: Blackwell Publishers. Arago´n-Sa´nchez, A., Barba-Arago´n, I., & Sanz-Valle, R. 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