HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang

The purpose of this study is to identify the relationship between HRM practices, job satisfaction and intention to stay. HRM practices specifically addressed five dimensions; compensation and benefits, training and development, performance appraisal, supervisor role and career advancement. This stu...

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Main Author:	Gan, Siok Hoy
Format:	Thesis
Language:	eng eng
Published:	2011
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/2850/1/Gan_Siok_Hoy.pdf https://etd.uum.edu.my/2850/2/1.Gan_Siok_Hoy.pdf
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id	my-uum-etd.2850
record_format	uketd_dc
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 Gan, Siok Hoy HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang
description	The purpose of this study is to identify the relationship between HRM practices, job satisfaction and intention to stay. HRM practices specifically addressed five dimensions; compensation and benefits, training and development, performance appraisal, supervisor role and career advancement. This study involved survey of the employee in KDU College, Penang Campus. A total of 190 questionnaires were distributed to the respondents and 130 questionnaires were returned and useable. The data was analysed by “Statistical Package for Social Science” (SPSS Window) Version 16.0. Correlation and multiple regression analysis were used to analyse the data. The findings found that there were relationship between the independent variables (HRM practices and job satisfaction) and the dependent variable (intention to stay). The result indicated there were positive relationships between HRM practices and intention to stay, however the regression analysis result indicated only three of the HRM practices namely performance appraisal, career advancement and compensation and benefits are significant with intention to stay. It was also found that there were positive relationship between job satisfaction and intention to stay. The results shown that HRM practices influence intention to stay the most compare to job satisfaction.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Gan, Siok Hoy
author_facet	Gan, Siok Hoy
author_sort	Gan, Siok Hoy
title	HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang
title_short	HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang
title_full	HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang
title_fullStr	HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang
title_full_unstemmed	HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang
title_sort	hrm practices, job satisfaction and intention to stay: a study of a private college in penang
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2011
url	https://etd.uum.edu.my/2850/1/Gan_Siok_Hoy.pdf https://etd.uum.edu.my/2850/2/1.Gan_Siok_Hoy.pdf
_version_	1747827444492009472
spelling	my-uum-etd.28502016-04-18T07:26:01Z HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang 2011-06 Gan, Siok Hoy Yahya, Khulida Kirana Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The purpose of this study is to identify the relationship between HRM practices, job satisfaction and intention to stay. HRM practices specifically addressed five dimensions; compensation and benefits, training and development, performance appraisal, supervisor role and career advancement. This study involved survey of the employee in KDU College, Penang Campus. A total of 190 questionnaires were distributed to the respondents and 130 questionnaires were returned and useable. The data was analysed by “Statistical Package for Social Science” (SPSS Window) Version 16.0. Correlation and multiple regression analysis were used to analyse the data. The findings found that there were relationship between the independent variables (HRM practices and job satisfaction) and the dependent variable (intention to stay). The result indicated there were positive relationships between HRM practices and intention to stay, however the regression analysis result indicated only three of the HRM practices namely performance appraisal, career advancement and compensation and benefits are significant with intention to stay. It was also found that there were positive relationship between job satisfaction and intention to stay. The results shown that HRM practices influence intention to stay the most compare to job satisfaction. 2011-06 Thesis https://etd.uum.edu.my/2850/ https://etd.uum.edu.my/2850/1/Gan_Siok_Hoy.pdf application/pdf eng validuser https://etd.uum.edu.my/2850/2/1.Gan_Siok_Hoy.pdf application/pdf eng public masters masters Universiti Utara Malaysia Adams, J.S. (1991). Issues in the management of careers. In R.F. Morrison and J. 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HRM Practices, Job Satisfaction and Intention to Stay: A Study of a Private College in Penang

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