Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College

The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the w...

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Main Author:	Lai, Mun Keong
Format:	Thesis
Language:	eng eng
Published:	2011
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/2883/1/Lai_Mun_Keong.pdf https://etd.uum.edu.my/2883/2/1.Lai_Mun_Keong.pdf
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id	my-uum-etd.2883
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Chauhan, Ajay
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Lai, Mun Keong Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College
description	The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the ways to minimize the turnover or retaliation of employees. The study also hypothesized that there are significant differences in the ways to curb turnover. Basically the term turnover and retaliation has a significant value on the basis of how business runs. If any company denies the absence of this two occasion, that must be a lie or a fraudulent. These two really go hand-in-hand with each other as it indirectly portrays the check and balance of the ongoing in the organization, between the employees and the employer. The result of job satisfaction and turnover intention generally support the hypothesis. In addition, the result of this study could be used to warrant further more empirical based research in the area of jobs and turnover behaviour. This study had highlighted 4 main ideas, recruitment, selection and early socialization; pay, performance and supplementary benefits; leadership and supervision and career planning and development.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Lai, Mun Keong
author_facet	Lai, Mun Keong
author_sort	Lai, Mun Keong
title	Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College
title_short	Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College
title_full	Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College
title_fullStr	Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College
title_full_unstemmed	Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College
title_sort	salary and remuneration impact on turnover rate of an organisation tunku abdul rahman college
granting_institution	Universiti Utara Malaysia
granting_department	College of Business (COB)
publishDate	2011
url	https://etd.uum.edu.my/2883/1/Lai_Mun_Keong.pdf https://etd.uum.edu.my/2883/2/1.Lai_Mun_Keong.pdf
_version_	1747827452256714752
spelling	my-uum-etd.28832016-04-19T01:29:45Z Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College 2011-06-16 Lai, Mun Keong Chauhan, Ajay College of Business (COB) College of Business HF5549-5549.5 Personnel Management. Employment The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the ways to minimize the turnover or retaliation of employees. The study also hypothesized that there are significant differences in the ways to curb turnover. Basically the term turnover and retaliation has a significant value on the basis of how business runs. If any company denies the absence of this two occasion, that must be a lie or a fraudulent. These two really go hand-in-hand with each other as it indirectly portrays the check and balance of the ongoing in the organization, between the employees and the employer. The result of job satisfaction and turnover intention generally support the hypothesis. In addition, the result of this study could be used to warrant further more empirical based research in the area of jobs and turnover behaviour. This study had highlighted 4 main ideas, recruitment, selection and early socialization; pay, performance and supplementary benefits; leadership and supervision and career planning and development. 2011-06 Thesis https://etd.uum.edu.my/2883/ https://etd.uum.edu.my/2883/1/Lai_Mun_Keong.pdf application/pdf eng validuser https://etd.uum.edu.my/2883/2/1.Lai_Mun_Keong.pdf application/pdf eng public masters masters Universiti Utara Malaysia • Arvey. R.D. (1979). Fairness in selecting employees. Reading Mass.: Addison-Wesley. • Becker,G.S (1964). 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Salary and Remuneration Impact on Turnover Rate of an Organisation Tunku Abdul Rahman College

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