The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians

Employee turnover is crucial to be investigated since it diminishes organization effectiveness and impedes the capacity to meet its goals. The purpose of this study was to examine the relationships between human resource management practices namely training and development, career development, compe...

Full description

Saved in:

Bibliographic Details
Main Author:	Mohamad Nassruddin, Ahmad
Format:	Thesis
Language:	eng eng
Published:	2011
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/2811/1/Mohamad_Nassruddin_Ahmad.pdf https://etd.uum.edu.my/2811/2/1.Mohamad_Nassruddin_Ahmad.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-uum-etd.2811
record_format	uketd_dc
spelling	my-uum-etd.28112016-04-19T02:35:00Z The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians 2011-06 Mohamad Nassruddin, Ahmad Yahya, Khulida Kirana Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Employee turnover is crucial to be investigated since it diminishes organization effectiveness and impedes the capacity to meet its goals. The purpose of this study was to examine the relationships between human resource management practices namely training and development, career development, compensation and benefits, performance appraisal and achievement, and employee engagement dimensions of job engagement and organization engagement as independent variables, with intention to stay as direct variable among the manufacturing technicians in a manufacturing group X, of company Y. Survey questionnaires were distributed to the manufacturing technicians of manufacturing group X, company Y (n=184). The study utilized the reliability analysis, descriptive statistics, correlation and regression analysis to examine relationships between human resource management practices, employee engagement and intention to stay. The results showed that all four dimensions of human resource management practices have significant positive relationship with intention to stay. However, compensation and benefits have the highest correlation to intention to stay. The result of the study also found the manufacturing technicians are more engaged to the organization. Intention to stay does not indicate relationship with job engagement. Meanwhile, HRM practices are found to relate more to intention to stay than employee engagement. Multiple regression results of human resource practices dimension on intention to stay revealed that 15.8% of the variance of intention to stay was explained by the four dimensions of the human resource management practices. On the other hand, 13.3% of the variance in the dependent variable intention to stay were explained by the two independent variables of employee engagement. Multiple regression results also revealed that only 12.5% of the variance in intention to stay were explained by the combined independent variables of HRM practices and employee engagement. The HRM practices is the most significant independent variable, with beta value of .295 and stronger predictor of intention to stay than the employee engagement. In summary, all four dimensions of human resource practices were statistically, postively and significantly related to intention to stay with compensation and benefits being the most significant. Organizational engagement is a stronger predictor of job engagement hence the more profound reason for manufacturing technicians' intention of stay. The findings suggest management in the organization to be more sensitive in considering additional benefits in light of the ongoing discussion at national level to implement minimum pay in private sector. It is more prudent to allow a number of the recently introduced benefit programs to stabilize. Future research needs to include more diversified samples and broaden the scope of current research by examining other human resource practices' dimensions. 2011-06 Thesis https://etd.uum.edu.my/2811/ https://etd.uum.edu.my/2811/1/Mohamad_Nassruddin_Ahmad.pdf application/pdf eng validuser https://etd.uum.edu.my/2811/2/1.Mohamad_Nassruddin_Ahmad.pdf application/pdf eng public masters masters Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Yahya, Khulida Kirana
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Mohamad Nassruddin, Ahmad The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians
description	Employee turnover is crucial to be investigated since it diminishes organization effectiveness and impedes the capacity to meet its goals. The purpose of this study was to examine the relationships between human resource management practices namely training and development, career development, compensation and benefits, performance appraisal and achievement, and employee engagement dimensions of job engagement and organization engagement as independent variables, with intention to stay as direct variable among the manufacturing technicians in a manufacturing group X, of company Y. Survey questionnaires were distributed to the manufacturing technicians of manufacturing group X, company Y (n=184). The study utilized the reliability analysis, descriptive statistics, correlation and regression analysis to examine relationships between human resource management practices, employee engagement and intention to stay. The results showed that all four dimensions of human resource management practices have significant positive relationship with intention to stay. However, compensation and benefits have the highest correlation to intention to stay. The result of the study also found the manufacturing technicians are more engaged to the organization. Intention to stay does not indicate relationship with job engagement. Meanwhile, HRM practices are found to relate more to intention to stay than employee engagement. Multiple regression results of human resource practices dimension on intention to stay revealed that 15.8% of the variance of intention to stay was explained by the four dimensions of the human resource management practices. On the other hand, 13.3% of the variance in the dependent variable intention to stay were explained by the two independent variables of employee engagement. Multiple regression results also revealed that only 12.5% of the variance in intention to stay were explained by the combined independent variables of HRM practices and employee engagement. The HRM practices is the most significant independent variable, with beta value of .295 and stronger predictor of intention to stay than the employee engagement. In summary, all four dimensions of human resource practices were statistically, postively and significantly related to intention to stay with compensation and benefits being the most significant. Organizational engagement is a stronger predictor of job engagement hence the more profound reason for manufacturing technicians' intention of stay. The findings suggest management in the organization to be more sensitive in considering additional benefits in light of the ongoing discussion at national level to implement minimum pay in private sector. It is more prudent to allow a number of the recently introduced benefit programs to stabilize. Future research needs to include more diversified samples and broaden the scope of current research by examining other human resource practices' dimensions.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Mohamad Nassruddin, Ahmad
author_facet	Mohamad Nassruddin, Ahmad
author_sort	Mohamad Nassruddin, Ahmad
title	The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians
title_short	The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians
title_full	The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians
title_fullStr	The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians
title_full_unstemmed	The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians
title_sort	relationships between human resource management practices, employee engagement and intention to stay among manufacturing technicians
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2011
url	https://etd.uum.edu.my/2811/1/Mohamad_Nassruddin_Ahmad.pdf https://etd.uum.edu.my/2811/2/1.Mohamad_Nassruddin_Ahmad.pdf
_version_	1747827435240423424

The Relationships Between Human Resource Management Practices, Employee Engagement and Intention to Stay among Manufacturing Technicians

Similar Items