Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia

Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia

This thesis examines the direct relationship between rewards, leadership styles, and ergonomic practices and intention to stay and perceived organizational support. It also examines the mediating effect of organizational support on the relationship between rewards, leadership styles, and ergonomic p...

Full description

Saved in:
Bibliographic Details
Main Author: Md Lazim, Mohd Zin
Format: Thesis
Language:eng
eng
Published: 2012
Subjects:
HD28-70 Management
Industrial Management
Online Access:https://etd.uum.edu.my/3478/1/s91531.pdf
https://etd.uum.edu.my/3478/8/s91531.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.3478
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Pangil, Faizuniah
Othman, Siti Zubaidah
topic HD28-70 Management
Industrial Management
spellingShingle HD28-70 Management
Industrial Management
Md Lazim, Mohd Zin
Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia
description This thesis examines the direct relationship between rewards, leadership styles, and ergonomic practices and intention to stay and perceived organizational support. It also examines the mediating effect of organizational support on the relationship between rewards, leadership styles, and ergonomic practices and intention to stay. Finally, the thesis examines the moderating effect of job stress on the relationship between perceived organizational support and intention to stay. A total of 832 questionnaires were mailed to the representatives of organizations that have agreed to participate in this study. Out of 832, only 220 questionnaire were returned. However, only 178 were usable for further analysis, representing a response rate of 21.39%. Hypotheses for direct and mediating effect were tested using multiple regression analyses, and hypotheses for interacting effect were tested using hierarchical multiple regression. Results showed that rewards, ergonomic practices and transformational leadership (idealized influence) were positively and significantly related to intention to stay. However, only one dimension of transactional leadership (management by exception – active) was found negatively and significantly related to intention to stay. Results also showed that salary, flexible work schedule, ergonomic practices, idealized influence and laissez-faire were significantly related to perceived organizational support. Meanwhile, results from regression analysis showed that perceived organization support mediate the relationship between salary, flexible work schedule, ergonomic practices, and transformational leaderships (idealized influence) and intention to stay. Furthermore, results from hierarchical multiple regressions showed that job stress moderate the relationship between perceived organization support and intention to stay. Implications of the findings, potential limitations, and directions for future research are discussed.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Md Lazim, Mohd Zin
author_facet Md Lazim, Mohd Zin
author_sort Md Lazim, Mohd Zin
title Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia
title_short Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia
title_full Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia
title_fullStr Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia
title_full_unstemmed Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia
title_sort persepsi sokongan organisasi sebagai perantara di antara faktor organisasi dan gaya kepimpinan dan pengekalan pekerja mahir teknologi maklumat di malaysia
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2012
url https://etd.uum.edu.my/3478/1/s91531.pdf
https://etd.uum.edu.my/3478/8/s91531.pdf
_version_ 1747827581764239360
spelling my-uum-etd.34782016-04-20T02:04:34Z Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia 2012-06 Md Lazim, Mohd Zin Pangil, Faizuniah Othman, Siti Zubaidah Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD28-70 Management. Industrial Management This thesis examines the direct relationship between rewards, leadership styles, and ergonomic practices and intention to stay and perceived organizational support. It also examines the mediating effect of organizational support on the relationship between rewards, leadership styles, and ergonomic practices and intention to stay. Finally, the thesis examines the moderating effect of job stress on the relationship between perceived organizational support and intention to stay. A total of 832 questionnaires were mailed to the representatives of organizations that have agreed to participate in this study. Out of 832, only 220 questionnaire were returned. However, only 178 were usable for further analysis, representing a response rate of 21.39%. Hypotheses for direct and mediating effect were tested using multiple regression analyses, and hypotheses for interacting effect were tested using hierarchical multiple regression. Results showed that rewards, ergonomic practices and transformational leadership (idealized influence) were positively and significantly related to intention to stay. However, only one dimension of transactional leadership (management by exception – active) was found negatively and significantly related to intention to stay. Results also showed that salary, flexible work schedule, ergonomic practices, idealized influence and laissez-faire were significantly related to perceived organizational support. Meanwhile, results from regression analysis showed that perceived organization support mediate the relationship between salary, flexible work schedule, ergonomic practices, and transformational leaderships (idealized influence) and intention to stay. Furthermore, results from hierarchical multiple regressions showed that job stress moderate the relationship between perceived organization support and intention to stay. Implications of the findings, potential limitations, and directions for future research are discussed. 2012-06 Thesis https://etd.uum.edu.my/3478/ https://etd.uum.edu.my/3478/1/s91531.pdf text eng validuser https://etd.uum.edu.my/3478/8/s91531.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Adler, R.W., & Reid, J. (2008). The effects of leadership styles and budget participation on job satisfaction and job performance. Asia-Pacific Management Accounting Journal. 3(1), 21-46. Aguinis, H. (1995). Statistical power problems with moderated multiple regression in management research. Journal of Management. 21(6), 1141-1158. Ahuja, M.K., Chudoba, K.M., Kacmar, C.J., McKnight, D.H., & George, J.F. (2007). IT road warriors: Balancing work-family conflict, job autonomy, and work overload to mitigate turnover intentions. MIS Quarterly. 31(1), 1-17. Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes. 50, 179-211. Akaba, A. (2006). Measuring service quality in the hotel industry: A study in a business hotel in Turkey. Hospitality Management. 25, 178-192. Allen, N.J. (1990).The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology. 63, 1-18. Allen, T.D. (2001). Famliy-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior. 58, 414-435. Allen, D.G., Shore, L.M., & Griffeth, R.W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management. 1, 99-118. Al-Waqfi, M. (2006). The effects of a skill-based pay system on organizational commitment and role orientation. International Journal of Human Resource Development and Management, 6(1), 4-21. Amick III, B.C., Habeck, R.V., Hunt, A., Fossel, A.H., Chapin, A., Keller, R.B., & Katz, J.N. (2000). Measuring the impact of organizational behaviors on work disability prevention and management. Journal of Occupational Rehabilitation. 10(1), 21-38. Amos, E.A., & Weathington, B.L. (2008). An analysis of the relation between employee-organization value congruence and employee attitudes. The Journal of Psychology . 142(6), 615-631. Anderson, S.E., Coffey, B.S., & Byerly, R.T. (2002). Formal organizational initiatives and informal workplace practices: Links to work familiy conflict and job related outcomes. Journal of Management. 28(6), 787-810. Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491-509. Aube, C., Rousseau, V., & Morin, E.M. (2007). Perceived organizational support and organizational commitment: The mederating effect of locus of control and work autonomy. Journal of Managerial Psychology. 22(5), 475-495. Avolio, B.J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior. 25(8), 951-968. Azlan, A.B., (2009, July 22). ICT sector resilient, may post 7 percent growth this year. New Straits Time, p. B6. Baba, V.V., Tourigny, L., Wang, X., & Liu, W. (2009). Proactive personality and work performance in China: The moderating effects of work exhaustion and peerceived safety climate. Canadian Journal of Administrative Sciences. 26, 23-37. Ballout, H.I. (2007). Career success: The effects of human capital, person-environment fit and organizational support. Journal of Managerial Psychology. 22(8), 741-765. Baltes, B.B., Briggs, T.E., Huff, J.W., Wright, J.A., & Neuman, G.A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effect on work related criteria. Journal of Applied Psychology. 84(4), 496-513. Ban, C., Faller, A.D., & Towers, M. (2003).Human resource challenges in human service and community development organizations: Recruitment and retention of professional staff. Review of Public Personnel Administration, 23, 133-153. Baron, R.M., & Kenny, D.A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology. 51(6), 1173-1182. Barret, G.V. (1991). Comparison of skill-based pay with traditional job evaluation techniques. Human Resource Management Review, 1(9), 97-105. Bartlett II, J.E., Kotrlik, J.W., & Higgins, C.C. (2001). Organizational research: Determining appropriate sample size in survey research. Information Technology, Learning and Performance Journal. 19(1), 43-50. Bartol, K.M., & Martin, D.C. (1982). Managing information systems personnel: A review of the literature and managerial implications. MIS Quarterly. 6, 49-70. Bass, B.M. (1985). Leadrship and performance beyond expectations. New York: Collier Macmillan Publishers. Bass, B.M., & Avolio, B.J. (1995). Full range of leadership: Manual for the Multi-factor Leadership Questionnaire. California: Mind Garden, Inc. Bass, B.M., & Avolio, B.J. (2004). MLQ for research manual and sample set (3rd ed). Menlo Park: Mind Garden. Beauregard, T.A., & Henry, L.C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review. 19, 9-22. Behson, S.J. (2002).Which dominates? The relative importance of work-family organizational support and general organizational context on employee outcomes. Journal of Vocational Behavior. 61, 53-72. Bennet, T.M. (2009). A study of the management leadership style preferred by IT subordinates. Journal of Organizational Culture, Communications and Conflict. 13(2), 1-26. Bennett, J.A. (2000). Mediator and moderator variables in nursing research: Conceptual and statistical differences. Research in Nursing and Health. 23, 415-420. Bergiel, E.B., Nguyen, V.Q., Clenney, B.F., & Taylor, G.S. (2009). Human resouce practices, job embeddedness and intention to quit. Management Resarch News. 32(3), 205-219. Bergman, T.J., & Scarpello, V.G. (2002). Compensation decision making (4th ed.). Ohio: South-Western. Bhal, K.T., & Gulati, N. (2007). Pay satisfaction of software professional in India. The Journal for Decision Makers. 32(3), 9-21. Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: Key to retention. Employee Relations. 29(6), 640-663. Bishop, J.W., Goldsby, M.G., & Neck, C.P. (2002). Who goes? Who cares? Who stays? Who wants to? The role of contingent workers and corporate layoffpractices. Journal of Managerial Psychology. 17(4), 298-315. Blakemore, A.E., Low, S.A., & Ormiston, M.B. (1987). Employment bonuses and labor turnover. Journal of Labor Economics. 5(4), 124-135. Blau, P.M. (1964). Exchange and power in social life. New York: John Wiley & Sons. Bloom, M.C., & Milkovich, G.T. (1995). Issues in Managerial Compensation Research. Center for Advanced Human Resource Studies (CAHRS). Diakses pada 10 Mac 2007 dari htttp://digitalcommons.ilr.cornell.edu/cahrswp/214. Bono, J.E., & Judge, T.A. (2003). Self confidence at work: Toward understanding the motivational effects of tranformational leaders. Academy of Management Journal. 46(5), 554-571. Boxall, P., Macky, K., & Rasmussen, E. (2003). Labor turnover and retention in New Zealand: The causes and consequences of leaving and staying with employees. Asia Pacific Journal of Human Resources. 41(2), 195-214. Braganza, B.J. (1994). Ergonomics in the office. Professional Safety. 39(8), 22-27. Breaugh, J.A., & Frye, N.K. (2008). Work-family conflict: The importance of family-friendly employment practices and family supportive supervisors. Journal Business Psychology. 22, 345-353. Brewer, J.D., & Hsiang, S.M. (2002). The ergonomics paradigm: Foundations, challenges and future directions. Theoretical Issues in Ergonomics Science. 3(3), 285-305. Brown, M.P., Sturman, M.C., & Simmering, M.J. (2003). Compensation policy and organizational performance: The efficiceny, operational and financial implications of pay levels and pay structure. The Academy of Management Journal. 46(6), 752-762. Burnett, M.F., Williamson, I.O., & Bartol, K.M. (2009). The moderating effects of personality on employees’ reactions to procedural fairness and outcome favorability. Journal of Business Psychology. 24, 469-484. Byrne, Z., Pitts, V., Chiaburu, D., & Steiner, Z. (2011). Managerial trustworthiness and social exchange with the organization. Journal of Managerial Psychology. 26(2), 108-122. Cable, D.M., & Judge, T.A. (2003). Managers’ upward influence tactic strategies: The role of manager personality and supervisor leadership style. Journal of Organizational Behavior. 24(2), 197-214. Carraher, S.M., Hart, D.E., & Carraher, Jr C.E. (2003). Attitudes towards benefits among entreprenuerial employees. Personnel Review, 32(6), 683-693. Casper, W.J., & Buffardi, L.C. (2004). Work-life benefits and job persuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior, 65(3), 391-410. Cavanaugh, M.A., & Noe, R.A. (1999). Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Bevaior. 20(3), 323-340. Cavusgil, S.T., & Kirk, L.A.E. (1998). Mail survey response behavior: A conceptualization of monitoring factros and an empirical study. European Journal of Marketing. 32(11/12), 1165-1192. Chen, H.L., Lee, H.S., Chien, C.Y., & Huang, Y.S. (2009). Reseacrh and development investment, assets in place, employee stock bonus and firm performance. International Research Journal of Finance and Economics. 31, 41-54. Chen, Z. (2001). Further investigation of the outcomes of loyalty to supervisor: Job satisfaction and intention to stay. Journal of Managerial Psychology. 16(8), 650-660. Chen, Z.X., Aryee, S., & Lee, C. (2005). Test of mediation model of perceived organizational support. Journal of Vocational Behavior. 66, 457-470. Chew, Y. T. (2005). Achieving Organisational Prosperity through Employee Motivation and Retention: A Comparative Study of Strategic HRM Practices in Malaysian Institutions. Research and Practice in Human Resource Management, 13(2), 87-104. Chew, J., & Chan, C.C.A. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower, 29(6), 503-522. Chih, W.H., & Lin, Y.A. (2009). The study of the antecedent factors of organizational commitment for high technology industry in Taiwan. Total Quality Management. 20(8), 799-815. Chiu, R.K., Luk, V.W.M., & Tang, T.L.P. (2002). Retaining and motivating employees: Compensation preferences in Hong Kong and China. Personnel Review. 31(4), 402-431. Cho, S., Johanson, M.M., & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28, 374-381. Clark, C. (2006). End user computing ergonomics: Facts or fads? Journal of Organizational and End User Computing. 18(3), 66-76. Clark, S.C. (2001). Work cultures and work/family balance. Journal of Vocational Behavior. 58, 348-365. Coakes, S.J., & Steed, L.G. (2009). SPSS analysis without anguish. Singapore: John Wiley. Coombs, C.R. (2009). Improving retention strategies for IT professionals working in the public sector. Information and Management, 46, 233-240. Cooper, D.R., & Schindler, P.S. (2003). Business Research Methods (8ed.). Boston, MA; McGraw Hill. Cotton, R.D., & Stevenson, W.B. (2008). Perfect storm: A cross level study of transformational leadership during scandal exacerbated decline. Academy of Management Proceedings. 1-8. D’Amato, A., & Herzfeldt, R. (2008). Learning orientation, organizational commitment and talent retention across generations. Journal of Managerial Psychology, 23(8), 929-953. Dalton, D.R., & Mesch, D.J. (1990). The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly. 35(2), 370-387. DaSilva, N.D., Hutcheson, J., & Wahl, G.D. (2010). Organizational strategy and employee outcomes: A person-organization fit perspective. Dawley, D.D., Andrews, M.C., & Bucklew, N.S. (2008). Mentoring, supervisor support and perceived organizational support: What matter most? Leadership and Organization Development Journal, 29(3), 235-247. Dawley, D., Houghton, J.D., & Bucklew, N.S. (2010). Perceived organizational support on turnover intention: The mediating effects of personal sacrifice and job fit. The Journal of Social Psychology. 150(3), 238-257. DeConnick, J.B., & Johnson, J.T. (2009). The effects of perceived supervisor support, perceived organizational support and organizational justice on turnover among salespeople. Journal of Personal Selling and Sales Management. 28(4), 333-350. Deck, S. (1999). IT workers looking for balance. Computerworld. 33(40), 46. Deckop, J.R., Mangel, R., & Cirka, C.C. (1999). Getting more thay you pay for: Organizational citizenship behavior and pay for performance plans. The Academy of Management Journal. 42(4), 420-428. Deckop, J.R., Konrad, A.M., Perlmutter, F.D., & Freely, J.L. (2006). The effect of human resource management practices on the job retention of former welfare clients. Human Resource Management, 45(4), 539-559. DeJoy, D.M., Della, D.J., Vanderbergh, R.J., & Wilson, M.G. (2010). Making work safer: Testing a model of social exchange and safety management. Journal of Safety Research. 1-8. DeVos, A., & Meganck, A. (2009). What HR managers do versus what employees value: Exploring both parties’ views on retention management from a psychological contract perspective. Personnel Review, 38(1), 45-60. Dierdorff, E.C., & Surface, E.A. (2008). If you pay for skills, will they learn? Skill change and maintenance under a skill-based pay system. Journal of Management, 34, 721-729 Drago, R., Estrin, S., & Wooden, M. (1992). Pay for performance incentives and work attitudes. Autralian Journal of Management. 17(2), 217-232. Dreher, G.F., Ash, R.A., & Bretz, R.D. (1988). Benefit coverage and employee cost: Critical factors in explaining compensation satisfaction. Personnel Psychology, 41(1), 237-254. Dulebohn, J.H., & Martocchio, J.J. (1998). Employee perceptions of the fairness of workgroup incentive pay plans. Journal of Management, 24(4), 469-488. Edwards, J.R., & Lambert, L.S. (2007). Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis. Psychological Methods. 12(1), 1-22. Eddleston, K.A., Baldridge, D.C., & Veiga, J.F. (2004). Toward modeling the predictors of managerial career success: Does gender matter. Journal of Managerial Psychology. 19(4), 360-385. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology. 71(3), 500-507. Eisenberger, R., Rhoades, L., & Cameron, J. (1992). Does pay-for-performance increase or decrease perceived self-determination and instrinsic motivation? Journal of Personality and Social Psychology. 77(5), 1026-1040. Eisenberger, R., Stinglhmaber, F., Vanderberghe, C., Sucharski, I.L., & Rhoades, L. (2002). Perceived organizational support: Contributions to perceived organization support and employee retention. Journal of Applied Psychology. 87(3), 565-573. Ellenbecker, C.H. (2004). A theoretical model of job retention for home health care nurses. Journal of Advanced Nursing. 47(3), 303-310. Emery, C.R., & Barker, K.J. (2007). The effect of transactional and tranformational leadership styles on the organizational commitment and job satisfaction of customer contact personnel. Journal of Organizational Culture, Communications and Conflict. 11(1), 77-90. Epotropaki, O., & Martin, R. (2005). From ideal to real: A longitudinal study of the role of implicit leadership theories on leader-member exchanges and employee outcomes. Journal of Applied Psychology. 90(4), 659-676. Ermel, L., & Bohl, D. (1997). Responding to a tight labor market: Using incentives to attract and retain talented workers. Compensation and Benefits Review. 29(6), 25-29. Faridahwati, S., Lazim, M.Z., Zuraida, H., Chanrakantan, S., Hadziroh, I., Ghazali, D., Ismandi, W., & Edora, I. (2007). Pengurusan Sumber Manusia di Malaysia. Malaysia: McGraw Hill. Ferris, G.R. (1985). Role of leadership in the employee withdrawal process: A constructive replication. Journal of Applied Psychology. 70(4), 777-781. Flood, P.C., Turner, T., Ramamoorthy, N., & Pearson, J. (2001). Causes and consequences of psychological contract among knowledge workers in the high technology and financial services industries. The International Journal of Human Resource Management. 12(7), 1152-1165. Ford, J.K., MacCallum, R.C., Tait, M. (1986). The application of exploratory factor analysis in applied psychology: A critical review and analysis. Personnel Psychology. 39, 291-314. Fox, J.B., Scott, K.D., & Donohue, J.M. (1993). An investigation into pay valence and performance in a pay-for-performance field setting. Journal of Organizational Behaviour. 14(7), 687-693. Frazier, P.A., Barron, K.E., & Tix, A.P. (2004). Testing moderator and mediator effects in counseling psychology research. Journal of Counseling Psychology. 51(1), 115-134. Gakovic, K., & Tetrick, L.E. (2003). Perceived organizational support and work status: A comparison of the employment relationships of part-time and full-time employees attending university classes. Journal of Organizational Behavior. 24(5), 649-666. Gardner, D.G., Van Dyne, L., & Pierce, J.L. (2004). The effects of pay level on organzation-based self-esteem and performance: A field study. Journal of Occupational and Organizational Psychology. 77, 307-322. Gay, L.R., & Deihl, P.L. (1996). Research methods for business and management. Singapore: Prentice Hall International Inc. Gaylard, M., Sutherland, M., & Viedge, L. (2005). The factors perceived to influence the retention on information technology workers. South African Journal of Business Management. 36(3), 87-97. Gentry, W.A., Kuhnert, K.W., & Mondore, S.P. (2007). The influence of supervisory-support climate and unemployment rate on part time employee retention: A multilevel analysis. Journal of Management Development, 26(10), 1005-1022. Gersten, R.S., Keating, T., Yovanoff, P., & Harniss, M.K. (2001). Working in special education: Factors that enhance special educators’ intent to stay. Exceptional Children. 67(4), 549-567. Getting the right ICT grads (2008). Diakses pada 21 July 2009 dari www.pikom.org/cms/layout/printer.asp?product ID=22522 Gill, A., Flaschner, A.B., & Bhutani, S. (2010). The impact of transformational leadership and empowerment on employee job stress. Business and Economics Journal. 1-13. Gill, A., Flaschner, A.B., Shah, C., & Bhutani, I. (2010). The relations of transformational leadership and empowerment with employee job satisfaction: A study among Indian restaurant employees. Business and Economics Journal. 18, 1-10. Goldstein, D.K., & Rockart, J.F. (1984). An examination of work-related correlates of job satisfaction in Programmer/Analysts. MIS Quarterly. 8(2), 103-115. Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review. 25(2), 161-178. Graen, G.B., Liden, R.C., & Hoel, W. (1982). Role of leadership in the employee withdrawal process. Journal of Applied Psychology. 67(6), 868-872. Grandey, A.A., Cordeiro, B.L., & Michael, J.H. (2007). Work-family supportiveness organizational perceptions: Important for the well-being of male blue- collar hourly workers. Journal of Vocational Behavior. 71, 460-478. Griffeth, R.G., & Hom, P.W. (2001). Retaining valued employees. California: Sage Publications. Gumusluoglu, L., & Ilsver, A. (2009). Transformational leadership, creativity and organization innovation. Journal of Business Research. 62, 461-473. Gyekye, S.A. (2005). Workplace safety and job satisfaction. International Journal of Occupational Safety and Ergonomics. 11(3), 291-302. Gyekye, S.A., & Salminen, S. (2007). Workplace safety percptions and perceived organizational support: Do supportive perceptions influence safety perceptions. International Journal of Occupational Safety and Ergonomics. 13(2), 189-200. Hager, M.A., Wilson, S., Pollak, T.H., & Rooney, P.M. (2003). Response rates for mail surveys of nonprofit organizations: A review and empirical test. Nonprofit and Voluntary Sector Quarterly. 32(2), 252-267. Hair Jr. J.F., Money, A.H., Samouel, P., & Page, M. (2007). Resarch method for business. West Sussex: John Wiley & Sons Ltd. Hair, J.F., Anderson, R.E., Tatham, R.L., & Black, W.C. (1998). Multivariate data analysis (5 ed.). Upper Saddle, NJ: Prectice-Hall. Hall, M.L.L., & Bereman, N.A. (1994). A conceptual framework for the study of employee benefits. Human Resource Management Review, 4(2), 101-115. Hamisah, H. (2009, May 27). SMEs still spending on IT: IBM study. New Straits Times, p.B8. Hamwi, G.A., Rutherford, B.N., & Boles, J.S. (2011). Reducing emotional exhaustion and increasing organizational support. Journal of Business and Industrial Marketing. 26(1), 4-13. Han, T.S., & Shen, C.H. (2007). The effects of bonus systems on firm performance in Taiwan ‘s high-tech sector. Journal of Comparative Economics. 35, 235-249. Hartog, D.N.D., Muijen, J.J.V., & Koopman, P.L. (1997). Transactional versus transformational leadership: An analysis of the MLQ. Journal of Occupational and Organizational Psychology. 70, 19-34. Harrington, S.S., & Walker, B.L. (2004). The effects of ergonomics training on the knowledge, attitudes and practices of teleworkers. Journal of Safety Research. 35, 13-22. Harrington, R.J., & Kendall, K.W. (2006). Strategy implementation success: The moderating effects of size and environmental complexity and the mediating effects on involvement. Journal of Hospitality and Tourism Research. 30(2), 207-230. Harris, M.M., & Fink, L.S. (1994). Employee benefit programs and attitudinal and behavioral outcomes: A preliminary model. Human Resource Management Review, 4(2), 117-129. Hausknecht, J.P., Rodda, J.M., & Howard, M.J. (2008). Targeted employee retention: Performance based and job related differences in reported reasons for staying. Working paper 08-06. Diakses pada 12 Disember 2008 dari http://www.ilr.cornell.edu/cahrs. Hayes, B.E., Perander, J., Smecko, T., & Trask, J. (1998). Measuring perceptions of workplace safety: Development and validation of the work safety scale. Journal of Safety Research. 29(3), 145-161. Heneman, H.G., & Schwab, D.P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology. 20, 129-143. Heneman, R.L., Greenberger, D.B., & Strasser, S. (1988). The relationship between pay for performance perceptions and pay satisfaction. Personnel Psychology, 41, 745-759. Hennequin, E. (2007). What career success means to blue-collar workers. Career Development International. 12(6), 565-581. Hetland, H., Sandal, G.M., & Johnsen, T.B. (2007). Burnout in the information technology sector. Does leadership matter? European Journal of Work and Organizational Psychology. 16(1), 58-75. Hinkin, T.R., & Schriesheim, C.A. (2008). A Theoretical and empirical examination of the transactional and non-leadership dimensions of the Multifactor Leadership Questionnaire (MLQ). The Leadership Quarterly. 19, 501-513. Hoonaker, P., Carayon, P., Marian, A., & Schoepke, J. (2004). Shortage of skilled workers and high turnover in the Information Technology workforce: What are the possibilities for retention. Computing Systems, 132-137. Hu, M.C., Zheng, C., & Lamond, D. (2007). Recruitment and retention of ICT skills among MNCs in Taiwan. Chinese Management Studies, 1(2), 78-92. Huang, A.S. (2001). Burnout syndrome among information system professionals. Information Systems Management. 18 (2), 15-21. Huang, I.C., Lin, H.C., & Chuang, C.H. (2006). Constructing factors related to worker retention. International Journal of Manpower, 27(5), 491-508. Huffmeier, J., & Hertel, G. (2011). Many cheers make light the work: How social support triggers process gains in teams. Journal of Managerial Psychology. 26(3), 185-204. Humayun, R., & Zhao, L. (2009). Power of Involvement over rewards for retention likelihood in IT professionals. World Academy of Science, Engineering and Technology. 60, 816-821. Hutchison, S. (1997). A path model of perceived organizational support. Journal of Social Behavior and Personality. 12(1), 159-174). Igalens, J., & Roussel, P. (1999). A study of the relationships between compensation package, work motivation and job satisfaction. Journal of Organizational Behavior, 20, 1003-1025. Igbaria, M, Juhani, I., & Maragahh, H. (1995). Why do individuals use computer technology? A Finnish case study. Information and Management. 29, 227-238. Indrianawati, U. (2010). The effect of leadership on performance management, good governance, internal and external satisfaction in study programs. China-USA Business Review. 9(5), 1537-1514. Jawahar, I.M, Stone, T.H., & Kisamore, J.L. (2007). Role conflict and burnout: The direct and moderating effects of political skill and perceived organizational support on burnout dimensions. International Journal of Stress Management. 14(2), 142-159. Joo, B.K.B. (2010). Organizational commitmen for knowledge workers: The roles of perceived organizational learning culture, leader-member exchange quality, and turnover intention. Human Resource Development Quarterly. 21(1), 69-85. Joseph, K., & Kalwani, M.U. (1998). The role of bonus pay in salesforce compensation plans. Industrial Marketing Management. 27, 147-159. Judge, T.A., & Piccolo, R.F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology. 89(5), 755-768. Jung, D.I., & Avolio, B.J. (2000). Opening the black box: An experimental investigation of the mediating effects of trust and value congruence on transformational dan transactional leadership. Journal of Organizational Behavior. 21(8), 949-964. Kim, S. (2009). IT employee job satisfaction in the public sectro. International Journal of Public Adminstration. 32, 1070-1097. Kim, S., Mone, M.A., & Kim, S. (2008). Relationships among self-efficacy, pay-for-performance performance, and pay satisfaction. A Korean examination. Human Performance. 21, 158-179. Konrad, A.M., & Mangel, R. (2000). The impact of work-life programs on firm productivity. Strategic Management Journal, 21, 1225-1237. Kontoghioghes, C., & Frangou, K. (2009). The association between talent retention, antecedent factors and consequent organizational performance. SAM Advanced Management Journal, 29-58. Kossek, E.E., Lautsch, B.A., & Eaton, S.C. (2006). Telecommuting, control and boundary management: Correlates of policy use and practice, control and work family effectivess. Journal of Vocational Behavior. 68, 347-367. Kossek, E.E., Pichler, S., Bodner, T., & Hammer, L.B. (2011). Workplace social support and work-family conflict: A meta-analysis clarifying the influence of general and work-family-specific supervisor and organizational support. Personnel Psychology. 64, 289-313. Krejcie, R.V., & Morgan, D.W. (1970). Determining sample size for research activities. Educational and Psychological Measurement. 30, 607-610. Kristof, A.L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology. 49, 1-50. Krishnan, V.R. (2005). Leader-member exchange, transformational leadership and value system. Electronic Journal of Business Ethics and Organizational Studies. 10(1), 14-21. Krihsnan, R., Roaimah, O., Ida Rosnita, I., Adnan, A., Roshayati, A.H., Mazuri, A.G., & Kasturi, K. (2010). Jos satisfaction a a potential mediator between motivational job characteristics and organizational citizenship behavior: Evidence from Malaysia. Journal of Information Technology and Economic Development. 1(1), 86-110. Kuvass, B. (2006). Work performance, affective commitment, and work motivation: The role of pay administration and pay level. Journal of Organizational Behavior. 27, 365-385. Lambert, A.D., Marler, J.H., & Gueutal, H.G. (2008). Individual differences: Factors affecting employee utilization of flexible work arrangements. Journal of Vocational Behavior. 73, 107-117. Lander, D. (2009). The 2009-2010 labour market and salary trends. Diakses pada 5 Mac 2010 dari http://www.watsonwyatt.com/asiapacific/pubs/perspective/November_2009/paytrends.asp, Lawler III, E.E. (1995). The new pay: A strategic approach. Compensation and Benefits Review, 27(4), 14-22. Lee, T.W., & Mowday, R.T. (1987). Voluntarily leaving an organization: An emperical investigation of Steers and Mowday’s model of turnover. The Academy of Management Journal. 30(4), 721-743. Lee, T.W., Mitchell, T.R., Sablynski, C.J., Burton, J.P., & Holtom, B.C. (2004). The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover. Academy of Management Journal. 47(5), 711-722. Levinson, H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly. 9(4), 370-390. Lew, T.Y. (2009). The relationships between perceived organizational support, felt obligation, affective commitment and turnover intention of academicians working with private higher edecation institution in Malaysia. European Journal of Social Sciences. 9(1), 72-87. Lim, G.M., & Wong, S.F. (2009). Understanding retention of IT professionals in Vendor Organizations: The job embeddedness model. Journal of Outsourcing and Organizational Information Management. 1(2), 12-17. Limsila, K., & Ogunlana, S.O. (2008). Performance and leadership outcome correlates of leadership styles and subordinate commitment. Engineering, Construction and Management. 15(2), 164-184. Lindner, J.R., Murphy, T.H., & Briers, G.E. (2001). Handling nonresponse in social science research. Journal of Agricultural Education. 42(4), 43-53. Lo, M.C., Ramayah, T., & Min, H.W. (2009). Leadership styles and organizational commitment: A test on Malaysia manufacturing industry. African Journal of Marketing Management. 1(6), 133-139. Lo, M.C., Ramayah, T., Min, H.W., & Songan, P. (2010). The relationship between leadership styles and organizational commitment in Malaysia: Role of leader-member exchange. Asia Pacific Business Review. 16(1), 79-103. Lockwood, D., & Ansari, A. (1999). Recruiting and retaining scarce information technology talent: a focus group study. Industrial Management and Data Systems, 99(6), 251-256. Loi, R., Yue, N.H., & Foley, S. (2006). Linking employees’ justice perceptions to organization commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organzanizational Psychology. 79, 101-120. Lum, L., Kervin, J., Clark, K., Reid, F., & Sirola, W. (1999). Explaining nursing turnover intent: Job satisfaction, pay satisfaction and organization commitment. Journal of Organizational Behavior. 19, 305-320. Madlock, P.E. (2008). The link between leadership style, communicator competence and employee satisfaction. Journal of Business Communication. 45(1), 61-78. Maertz Jr, C.P., Grifffeth, R.W., Campbell, N.S., & Allen, D.G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior. 28, 1059-1075. Malaysia Salary Handbook (2008). Diakses pada 3 Mac 2009, dari http://www.kellyservices.com.my Malaysia faces shortage of skilled IT workers. (9 Disember 2006). News Straits Times. Diakses pada 25 Januari 2009 dari http://bpam.kpkk.gov.my/index.php. Martocchio, J.J. (2006). Strategic compensation: a human resource management approach (4th ed.). New Jersey: Pearson International Edition. Maslach, C., & Jackson, S.E. (1981). The measurement of experienced burnout. Journal of Occupational Behaviour. 2, 99-113. Mastracci, S.H. (2009). Evaluating human resource management strategies for recruiting and retaining IT profesionals in the U.S. Federal Government. Public Personnel Management. 38(2), 19-34. Marx, A., & Hootegam, G.V. (2007). Comparative configurational case analysis of ergonomic injuries. Journal of Business Research. 60, 522-530. Maudgalya, T., Wallace, S., Daraiseh, N., & Salem., S. (2006). Workplace stress factors and burnout among information technology professionals: A systematic review. Theoretical Issues in Ergonimics Science. 7(3), 285-297. Mayfield, J., & Mayfield, M. (2007). The effects of leader communication on a worker’s intent to stay: An investigation using structural equation modeling. Human Performance. 20(2), 85-102. McCarthy, G., Tyrell, M.P., & Lehane, E. (2007). Intention to leave or stay in nursing. Journal of Nursing Management. 15, 248-255. McCausland, W.D., Pouliakas, K., & Theodossiou, I. (2005). Some are punished and some are rewarded: A study of the impact of performance pay on job satisfaction. International Journal of Manpower. 26(7/8), 636-659. McLean, E.R, Smits, S.J., & Tanner, J.R. (1996). The importance of salary on job and career attitudes of information systems professionals. Information and Management. 30, 291-299. Mester, C., Visser, D., Roodt, G., & Kellerman, R. (2003). Leadership style and its relation to employee attitudes and behaviour. Journal or Industrial Psychology. 29(2), 72-82. Meyers, L.S., Gamst, G., & Guarino, A.J. (2006). Applied Multivariate Research: Design and interpretation. London: Sage Publications. Miceli, M.P., Jung, I., Near, J.P., & Greenberger, D.B. (1991). Predictors and outcomes of reactions to pay-for-performance plans. Journal of Applied Psychology. 76(4), 508-521. Michael, J.H., Evans, D.D., Jansen, K.J., & Haight, J.M. (2005). Management commitment to safety as organizational support: Relationships with non-safety outcomes in wood manufacturing employees. Journal of Safety Research. 36, 171-179. Milkovich & Newman (2005). Compensation (8th ed.). New York: McGraw Hill. Ming, T.F. (2008). Linking career development practices to turnover intention: The mediator of perceived organizational support. Journal of Business and Public Affairs. 2(1), 1-20. Ming, T.F. (2008). Organizational support as the mediator of career-related HRM practices and affective commitment: Evidence from knowledge workers in Malaysia. Research and Practices in Human Resource Management. 16(2), 8-24. Mitchell, T.R., Holtom, B.C., Lee, T.W., Sablynsky, C.J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal. 44(6), 1102-1121. Moorman, R.H., Blakely, G.L., & Niehoff, B.P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior. Academy of Management Journal. 41(3), 351-357. Moore, J.E. (2000). One road to turnover: An examination of work exhaustion in technology professionals. MIS Quarterly. 24(1), 141-168. Moras, R., & Gamarra, T. (2007). A survey of ergonomic issues associated with a university laptop program. Journal of Education and Human Development. 1(2), 1-15. Mori, I., Iwakiri, K., Sotoyama, M., Saito, S., & Jonai, H. (2004). Office work in the context of rapidly developing information technology: Better ergonomics needed to limit stress. Work With Computing Systems. 296-301. Mosley, V., & Hurley, M. (1999). IT skill retention. Information Management and Computer Security. 7(3), 129-132. Mowday, R.T., & Spencer, D.G. (1981). The influence of task and personality charateristics on employee turnover and absenteeism incidents. Academy of Management Journal. 24(3), 634-642. MSC Malaysia supply-demand study of the ICT industry. Diakses pada 12 Januari 2010 dari http://www.kdi.mscmalaysia.my/DisplaNews.action?id=18. Muliawan, A.D., Green, P.F., & Robb, D.A. (2009). The turnover intentions of information systems auditors. International Journal of Accounting Information Systems. 10, 117-136. Muller, D.Y., Yzerbyt, V.Y., & Judd, C.M. (2005). When moderation is mediated and mediation is moderated. Journal of Personality and Social Psychology. 89(6), 852-863. Muniz, B.F., Peon, J.M.M., & Ordas, C.J.V. (2007). Safety culture: Analysis of the causal relationships between its key dimensions. Journal of Safety Research. 38, 627-641. Murray, B., & Gerhart, B. (1998). An empirical analysis of a skill-based pay program and plant performance outcomes. The Academy of Management Journa, 41(1), 68-78. Neal, D., & Griffin, M.A. (2006). A study of the lagged relationships among safety climate, safety motivation, safety behavior and accidents at the individual and group levels. Journal of Applied Psychology. 91(4), 946-953. Nishii, L.H., & Mayer, D.M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. Journal of Applied Psychology. 94(6), 1412-1426. Noraani, M., Aminah, A., Jegak, U., & Khairuddin, I. (2010). Mediating effects of work-family factors in the relationship between organizational characteristics and intention to stay. European Journal of Social Sciences. 16(1), 117-137. Norusis, M.J. (1995). SPSS 6.1 guide to data analysis. Englewood Cliffs, NJ: Prentice Hall. Norzanah, M.R., Laily, M., Puteri, N.M., & Mohd, R. H. (2003). Knowledge workers and knowledge management: Some descriptive evidences on the MSC status companies in Malaysia. Diakses pada 5 January 2010 dari http://www.eg2km.org.articles-norzanah.pdf Nunnally, J.C. (1978). Psychometric Theory (2nd ed.). NY: McGraw Hill. Ooi, K.B.,Veeri, A., Yin. L.K., & Vellapan, L.S. (2006). Relationships of TQM practices and employees’ propensity to remain: An emperical case study. The TQM Magazine. 18(5), 528-541. Pallant, J. (2007). SPSS Survival Manual: A step by step guide to data analysis (3rd ed.). Corws Nest. Allen & Unwin. Patrick, S. (2008). Meeting outsourcing challenges. Diakses pada 29 Mei 2008 dari htttp://star-techcentral.com/tech/story.asp?file=itfeature. Pearson, R.G., & Ayoub, M.A. (2001). Ergonomics aids industrial accident and injury control. Management Review. 38-44. Politis, J.D. (2001). The relationship of various leadership styles to knowledge management. Leadership and Organization Development Journal. 22(8), 354-364. Politis, J.D. (2002). Transformational and transactional leadership enablis(disabling) knowldege acquisition of self-managed teams: The consequence for performance. Leadership and Organization Development Journal. 23(4), 186-197. Punia, B.K., & Sharma, P. (2008). Employees’ perspective on human resource procurement practices as a retention tool in Indian IT sector. The Journal of Business Perspective, 12(4), 57-69. Raeda, F.A., & Ibtisam, M.A.Z. (2008). Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses. Journal of Nursing Management. 16, 227-336. Raffery, A.E., & Griffin, M.A. (2004). Dimensions of transformational leadership: Conceptual and empirical extensions. The Leadership Quarterly. 15, 329-354. Raghawan, V.V., Sakaguchi, T., & Mahaney, R.C. (2008). An empirical investigation of stress factors in information technology professionals. Information Resource Management Journal. 21(2), 38-62. Raghuram, S., Garud, R., Wiesenfeld, B., & Gupta, V. (2001). Factors contributing to virtual adjustment. Journal of Management. 27, 383-405. Raina, R. (2007). ICT Human Resource Development in Asia and the Pacific. Diakses pada 17 Jun 2009 dari www.unapeict.org/ecohub/resources/ict_human/paper_ICTHRD-Ravi-1.pdf Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology. 87(4), 698-714. Richardson, H.A., Yang, J., Vandenberg, R.J., DeJoy, D.M., & Wilson, M.G. (2008). Perceived organizational support’s role in stressor-strain relationships. Journal of Managerial Psychology. 23(7), 789-810. Richman, A.L., Civian, J.T., Shannon, L.L., Hill, E.F., & Brennan, R.T. (2008). The relationship of perceived flexibility, supportive work-life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention. Community, Work & Family. 11(2), 183-197. Riggle, R.J., Edmondson, D.R., & Hansen, J.D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. Journal of Business Research. 62, 1027-1030. Robertson, M.M., & Huang, Y.H. (2006). Effect of a workplace design and training intervention on individual performance, group effectiveness and collaboration: The role of environmental control. Work. 27, 3-12. Robertson, M.M., Huang, Y.H., O’Neill, M.J., & Schleifer, L.M. (2008). Flexible workpace design and ergonomic training: Impacts on the psychological work environment, musculoskeletal health, and work effectiveness among knowldege workers. Applied Ergonomics. 39, 482-494. Rogier, S.A., & Padgett, M.Y. (2004). The impact of utilizing a flexible work schedule on the perceived career advancement potential of women. Human Resource Development Quarterly. 15(1), 89-106. Roscoe, J.T. (1975). Fundamental research statistics for the behavioral sciences (2nd ed.). New York: Holt, Rineheart and Winston. Roots, P. (1988). Financial incentives for employees. Oxford : BSP Professional Books. Samuel, M.O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African Journal of Business Management. 3(8), 410-415. Sarros, J.C., & Santora, J.C. (2001). The transformational-transactional leadership model in practice. Leadership and Organization Development Journal. 22(8), 383-393. Scandura, T.A., & Lankau, M.J. (1997). Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction. Journal of Organizational Behavior. 18(4), 377-391. Scholarios, D., & Marks, A. (2004). Work-life balance and the software worker. Human Resource Management Journal. 14(2), 54-74. Secret, M. (2000). Indentifying the family, jon and workplace characteristics of employees who use work-familiy benefits. Family Relations, 49(2), 217-225. Seers, A., McGee, G.W., Serey, T.T., & Graen, G.B. (1983). The interaction of job stress and social support: A strong inteference investigation. Academy of Management Journal. 26(2), 273-284. Sekaran, U. (2003). Resarch method for business: A skill building approach (4 ed.). NY: John Wiley & Sons, Inc. Seppala, P. (2001). Experience of stress, musculoskeletal, and eyestrain in computer-based offices work: A study in municipal workplaces. International Journal of Human-Computer Interaction. 13(3), 279-304. Setton, R.P., Bennett, N., & Liden, R.C. (1996). Social exchange in organizations: perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology. 81(3), 219-227. Shaliza, A.M., Shahrul, K., Zalinda, O., & Mohzani, M. (2009). The effect of ergonomics applications in work system on mental health of visual display terminal workers. European Journal of Scientific Research. 31(3), 341-354. Shapiro, C.J.A-M., & Conway, N. (2005). Exchange relationships: Examining psychological contracts and perceived organizational support. Journal of Applied Psychology. 90(4), 774-781. Shapiro, J.A.M., Shore, L.M., Taylor, M.S., & Tetrick, L.E. (2004). The employment relationship: Examining psychological and contextual perspectives. New York: Oxford University Press. Shaver, J.M. (2005). Testing for mediating variables in management research: concerns, implications and alternatives strategies. Journal of Management. 31(3), 330-353. Shaw, J.D., Delery, J.E., Jenkins Jr., G.D., & Gupta, N. (1998). An organization level analysis of voluntary and involuntary turnover. Academy of Management Journal. 41(5), 511-525. Sheridan, J.E. (1992). Organization culture and employee retention. The Academy of Management Journal. 35(5), 1036-1056. Shore, L.M., Bommer, W.H., Rao, A.N., & Seo, J. (2009). Social and economic exchange in the employee-organization relationship: The moderating role of reciprocation warines. Journal of Managerial Psychology. 24(8), 701-721. Skogstad, A., Einarsen, S., Torsheim, T., Aasland, M.S., & Hetland, H. (2007). The destructiveness of laissez-faire leadership behavior. Journal of Occupational Health Psychology. 12(1), 80-92. Sluss, D.M., Klimchak, M., & Holmes, J.J. (2008). Perceived organizational support as mediator between relational exchange and organization identification. Journal of Vocational Behavior. 73, 457-464. Smith, B.D. (2005). Job retention in child welfare: Effects of perceived organizational support, supervisor support and intrinsic job value. Children and Youth Services Review. 27, 153-169. Stamper, C.L., & Johlke, M.C. (2003). The impact of perceived organizational support on the relationship between boundary spanner role stress and work outcomes. Journal of Management. 29(4), 569-588. Stassen, M.A., & Ursel, N.D. (2009). Perceived organization support, career satisfaction and the retention of older workers. Journal of Occupational and Organizational Psychology. 82, 201-220. Steel, R.P., & Ovalle, N.K. (1984). A review and meta analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology. 69(4), 673-686. Stinglhamber, F., & Vanderberghe, C. (2003). Organizations and supervisors as sources and targets of commitment: A longitudinal study. Journal of Organizational Behavior. 24(3), 251-270. St-Onge, S. (2000). Variables influencing the perceived relationship between performance and pay in a merit pay environment. Journal of Business and Psychology. 14(3), 459-479. Sturman, M.C., & Short, J.C. (2000). Lump-sum bonus satisfaction: Testing the construct validity of a new pay satisfaction dimension. Personnel Psychology. 53 (3), 673-700. Sweins, C., & Kalmi, P. (2008). Pay knowledge, pay satisfaction and employee commitment: Evidence from Finnish profit-sharing schemes. Human Resource Management Journal. 18(4), 366-385. Tangirala, S., Green, S.G., & Ramanujam, R. (2008). In the shadow of the boss’s boss: Effects of supervisors’ upward toward exchange relationship on employees. Journal of Applied Psychology. 92(2), 309-320. Tatum, B.C., Eberlin, R., Kottraba, C., & Bradberry, T. (2003). Leadership, decision making and organizational justice. Management Decision. 41(10), 1006-1016. Tein, J.Y., Sandler, I.N., & Zautra, A.J. (2000). Stressful life events, psychological distress, coping, and parenting of divorce mothers: a longitudinal study. Journal of Family and Psychology. 14(1), 27-41. Tejeda, M.J., Scandura, T.A., & Pillai, R. (2001). The MLQ revisited psychometric properties and recommendations. The Leadership Quarterly. 12, 31-52. Tekleab, A.G., Bartol, K.M., & Liu, A.W. (2005). Is it pay levels or pay raises that matter to fairness and turnover? Journal of Organizational Behavior. 26, 899-921. Thatcher, J.B., Stepina, L.P., & Boyle, R.J. (2002). Turnover of Information Technology Workers: Examining Empirically the Influence of Attitudes, Job Characteristics and External Markets. Journal of Management Information Systems. 19(3), 231-261. Thomas, L.T., & Ganster, D.C. (1995). Impact of family-supportive work variables on family conflict and strain: A control perspective. Journal of Applied Psychology. 80(1), 6-15. Thompson, C.A., Beauvais, L.L., & Lyness, K.S. (1999). When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment and work-family conflict. Journal of Vocational Behavior. 54, 392-415. Valdiserri, G.A., & Wilson, J.L. (2010). The study of leadership in small business organizations: Impact on profitability and organizational success. The Entrepreneurial Executive. 15, 47-71. Vandenberghe, C., & Tremblay, M. (2008). The role of pay satisfaction and organizational commitment in turnover intentions: A two sample study. Journal of Business Psychology. 22, 275-286. Vecchio, R.P., & Norris, W.R. (1996). Predicting employee turnover from performance, satisfaction, and leader-member exchange. Journal of Business and Psychology. 11(1), 113-125. Vest, M.J., Scott, K.D., Vest, J.M., & Markham, S.E. (2000). Factors influencing employee belief that pay is tied to performance. Journal of Business and Psychology, 14(4), 553-562. Voon, M.L., Lo, M.C., Ngui, K.S., & Ayob, N.B. (2011). The influence of leadership styles on employees’ job satisfaction in public sector organizations in Malaysia. International Journal of Business, Management and Social Science. 2(1), 24-32. Wayne, S.J., Tetrick, L.E., Shore, L.M., & Bommer, W.H. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology. 87(3), 590-598. Wayne, S.J., Liden, R.C., Kraimer, M.L., & Graf, I.K. (1999). The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior. 20(5), 577-595. Werner, S., & Ward, S.G. (2004). Recent compensation research: An electic review. Human Resource Management Review, 14, 201-227. Widener, S.K. (2006). Human capital, pay structure and the use of performance measures in bonus compensation. Management Accounting Research. 17, 198-221. Williams, J.G., & Davies, F. (2005). Using social exchange theory to predict the effects of human resource practice on employee outcomes. Public Management Review, 7(1), 1-24. Williams, M.L., McDaniel, M.A., & Nguyen, N.T. (2006). A meta-analysis of the antecedents and consequences of pay level satisfaction. Journal of Applied Psychology. 91(2), 392-413. Williams, M.L., Malos, S.B., & Palmer, D.K. (2002). Benefit system and benefit level satisfaction: an expanded model of antecedents and consequences. Journal of Management, 28(2), 195-215. Williams, M.L., Brower, H.H., Ford, L.R., Williams, L.J., & Carraher, S.M. (2008). A comprehensive model and measure of compensation satisfaction. Journal of Occupational and Organizational Psychology. 81, 639-668. Yeo, V. (2008). Malaysians enjoy greater salaries, opportunities. Diakses pada 5 Jun 2008 dari http://www.zdnetasia.com/techjobs/it_employment_trends_08/03800013453,62042066,00.html. Yu, J., & Cooper, H. (1983). A quantitative review of research design effects in response rates to questionnaires. Journal of Marketing Research. 20, 36-44. Zafir, M.M., Durrishah, I., & Mat Rebi, A.R. (2007). Ergonomics design on the work stress outcomes. Jurnal Kemanusian. 9, 50-61. Zikmund, W.G. (2000). Business Research Method (6th ed.). Orlando: Harcourt College Publishers. Zohar, D. (2002). The effects of leadership dimensions, safety climate and assigned priorities on minor injuries in work groups. Journal of Organizational Behahiour. 23(1), 75-92.

Similar Items