A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees

A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees

While performing their duties in an organization, an employee tied up to a human resource practices which consists of internal career opportunity, training, result oriented appraisals, Employment security, participation and job description to retain in an organization. This research title is aimed t...

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Main Author: Sinniah, Suguna
Format: Thesis
Language:eng
eng
Published: 2012
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/3068/1/SUGUNA_SINNIAH.pdf
https://etd.uum.edu.my/3068/4/SUGUNA_SINNIAH.pdf
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id my-uum-etd.3068
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Subramaniam, Chandrakantan
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Sinniah, Suguna
A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees
description While performing their duties in an organization, an employee tied up to a human resource practices which consists of internal career opportunity, training, result oriented appraisals, Employment security, participation and job description to retain in an organization. This research title is aimed to determine the influences of internal career opportunity, training, result oriented appraisals, employment security, participation and job description on turnover intention. The objective of this study is; to understand the influence of the selected human resource practices on turnover intention. A total of 169 questionnaires were distributed to one of the selected Telecommunication company. Data were analyzed using both descriptive and inferential statistical analysis to interpret data. Research fmdings revealed there was turnover intentions exist among the respondents. Significant values for each element in independent variable which the item of reward such as result oriented appraisal, training, and participation. The higher significant value of independent variables are result oriented appraisal and item benefits, 0.538 > 0.05.
format Thesis
qualification_name masters
qualification_level Master's degree
author Sinniah, Suguna
author_facet Sinniah, Suguna
author_sort Sinniah, Suguna
title A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees
title_short A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees
title_full A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees
title_fullStr A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees
title_full_unstemmed A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees
title_sort study on the influence of human resources practices on turnover intention among a telecommunication company employees
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2012
url https://etd.uum.edu.my/3068/1/SUGUNA_SINNIAH.pdf
https://etd.uum.edu.my/3068/4/SUGUNA_SINNIAH.pdf
_version_ 1747827492117282816
spelling my-uum-etd.30682016-04-24T02:07:07Z A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees 2012-08 Sinniah, Suguna Subramaniam, Chandrakantan Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment While performing their duties in an organization, an employee tied up to a human resource practices which consists of internal career opportunity, training, result oriented appraisals, Employment security, participation and job description to retain in an organization. This research title is aimed to determine the influences of internal career opportunity, training, result oriented appraisals, employment security, participation and job description on turnover intention. The objective of this study is; to understand the influence of the selected human resource practices on turnover intention. A total of 169 questionnaires were distributed to one of the selected Telecommunication company. Data were analyzed using both descriptive and inferential statistical analysis to interpret data. Research fmdings revealed there was turnover intentions exist among the respondents. Significant values for each element in independent variable which the item of reward such as result oriented appraisal, training, and participation. The higher significant value of independent variables are result oriented appraisal and item benefits, 0.538 > 0.05. 2012-08 Thesis https://etd.uum.edu.my/3068/ https://etd.uum.edu.my/3068/1/SUGUNA_SINNIAH.pdf text eng validuser https://etd.uum.edu.my/3068/4/SUGUNA_SINNIAH.pdf text eng public masters masters Universiti Utara Malaysia Amstrong, M. et al. (2011). Increasing the effectiveness of reward management: An evidence-based approach. Employee Relations, Vol. 33 ( 2), 106- 120. Arthur, D. (2001). 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Mahwah, N J: Erlbaum. Reddy, N. V. (1996). The Relationship Between Training and Job turnover Among Secretairial Personnel in the Florida State University System: Ph.D.thises.Florida State University. USA. Rowden, R. W., and Conine Jr, C. T. (2005). The Impact of Workplace Learning on Job Satisfaction in Small US Commercial Banks. Journal of Workplace Learning Vol. 17 No. 4,2005 pp. 215-230. Steyn, G.M., & van Wyk, J.N. (1999). Job satisfaction: Perceptions of principals and teachers in urban black schools in South Afi-ica. South African Journal of Education, 19(I), 37-43. Taylor, R., Davies, D., and Savery, L. (200l).The Role of Appraisal and Training in Reducing Staff Turnover in the Western Australian accommodation industry.Management Research News, Vol. 24 Nos 10/11, pp. 56-7. Tekleab, A. G., Bartol, K. M., & Liu, W. (2005). Is it pay levels or pay raises that matter to fairness and turnover? Journal of Organizational Behavior, 26, 899-921. Thacker, R. A. & Holl, K.B. (2008). Behaviorally-based management training: linking behaviors to employee satisfaction. Industrial and Commercial training, Vol. 40 Training Benefits Program, retrieve on April 1 1, from http://www.esd.wa.gov/uibenefits/specialservices/training/training-benefits.php(2),102-108. Yadori, Y. and T. Kato (2007) "Average employee tenure, voluntary turnover ratio and labor productivity: Evidence fi-om Japanese firms", International Journal of Human Resource Management, 18, pp. 1841 -1857. Werner, J. M, DeSimone, R. L (2009). Human Resource Development (5& ed.),International Student Edition Zikmund, W. G. (2003). Business Research Methods (7th ed.). MA: McGraw-Hill Irwin,Boston.

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