Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad

Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad

SYARIKAT PRASARANA NEGARA BERHAD is the most important source of public transportation and key ingredient in promoting transportation industry in Malaysia. The need for the employee to perform their job at the best level will create an efficient transportation service not only to the public but to...

Full description

Saved in:
Bibliographic Details
Main Author: Saiful Hakim, Razali
Format: Thesis
Language:eng
eng
Published: 2014
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/4171/1/s810251.pdf
https://etd.uum.edu.my/4171/8/s810251_abstract.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.4171
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mohd Isa, Mohd Faizal
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Saiful Hakim, Razali
Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad
description SYARIKAT PRASARANA NEGARA BERHAD is the most important source of public transportation and key ingredient in promoting transportation industry in Malaysia. The need for the employee to perform their job at the best level will create an efficient transportation service not only to the public but to contribute to the overall economic development of the society. Therefore, the objective of this study is to examine the relationship between rewards, job satisfaction and intention to leave at Syarikat Prasarana Negara Berhad (Prasarana). A number of analyses were conducted using SPSS version19 to analyze the data collected. The findings from the hypothesis tested indicate that there is a significant relationship between Rewards (monetary and non monetary), job satisfaction and intention to leave. Thus the study recommends that rewards mostly influence employee’s intention to leave while job satisfaction are not the significant factor that lead the intention to leave. Finally, the theoretical and managerial implications are presented and the limitations of this study.
format Thesis
qualification_name masters
qualification_level Master's degree
author Saiful Hakim, Razali
author_facet Saiful Hakim, Razali
author_sort Saiful Hakim, Razali
title Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad
title_short Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad
title_full Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad
title_fullStr Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad
title_full_unstemmed Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad
title_sort rewards, job satisfaction and intention to leave: a case study at syarikat prasarana negara berhad
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2014
url https://etd.uum.edu.my/4171/1/s810251.pdf
https://etd.uum.edu.my/4171/8/s810251_abstract.pdf
_version_ 1747827692744474624
spelling my-uum-etd.41712022-07-27T01:20:52Z Rewards, job satisfaction and intention to leave: A case study at Syarikat Prasarana Negara Berhad 2014-08 Saiful Hakim, Razali Mohd Isa, Mohd Faizal Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment SYARIKAT PRASARANA NEGARA BERHAD is the most important source of public transportation and key ingredient in promoting transportation industry in Malaysia. The need for the employee to perform their job at the best level will create an efficient transportation service not only to the public but to contribute to the overall economic development of the society. Therefore, the objective of this study is to examine the relationship between rewards, job satisfaction and intention to leave at Syarikat Prasarana Negara Berhad (Prasarana). A number of analyses were conducted using SPSS version19 to analyze the data collected. The findings from the hypothesis tested indicate that there is a significant relationship between Rewards (monetary and non monetary), job satisfaction and intention to leave. Thus the study recommends that rewards mostly influence employee’s intention to leave while job satisfaction are not the significant factor that lead the intention to leave. Finally, the theoretical and managerial implications are presented and the limitations of this study. 2014-08 Thesis https://etd.uum.edu.my/4171/ https://etd.uum.edu.my/4171/1/s810251.pdf text eng public https://etd.uum.edu.my/4171/8/s810251_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abbasi, S.M.,& Hollman, K.W. (2000). Turnover: the real Bottom line, Public Personal Management, Vol.29 No.3 pp.333-342. Accenture, (2001). The high performance work force: separating the digital economy‟s winners from losers. In the battle for retention accentures study. pp:1-5. Amah, Okechukwu E2009, Job satisfaction and turnover intention relationship: the moderating effect of job role centrality and life satisfaction, Highbeam research. Ajzen, I. and Fishbein, M. (1980), Understanding Attitudes and Predicting Social Behaviour, Prentice-Hall, Englewood Cliffs, NJ. Ajzen, I. (1991). The theory of planned behavior. Organisational Behaviour and Human Decision Processes. 50: 179–211. (what made they go? Fazilah mohamad hasun1Assoc. Prof. Dr. Zafir mohd makhbul; mohd radzuan rahid) Basset-Jones, N. Lloyd, C.G.,2005. Does herzberg‟s motivation theory have staying power? Journal of Management Development, 24 (10), pp. 929-943. Baughman, R., Nardi, D.D., & Holtz-Eakin, D. (2003). Productivity and Wage effects of “family-friendly” fringe benefits. Vol.24 No.3 pp. 247-259. Bullock, R. (1984), Work in America: Improving job satisfaction, New York: Pergamon Press. Taken from Organisational justice as a determinant of job satisfaction and organisational Commitment Universiti Utara Malaysia Faculty of Human and Social Development Ab. Aziz Yusof, Noor Asyikin Shamsuri Carbery R. 2003. Predicting hotel managers turnover cognitions. Journal of Managerial Psychology Vol. 18 No. 7, pp. 649-679. Chandrashekharan, N., 2006. Towards logistics effectiveness in India. Materials Management Review, pp: 10.(The Relationship between Organizational Commitment and Intention to Quit: The Malaysian Companies Perspectives W.L. Kuean, S. Kaur and E.S.K. 2010) Demir, C., Colakogiu, U., & Guzel, B. (2007). Relationship between employee turnover and the location of hotels: the case of Kusadasi and Izmir in Turkey. Journal of Yasar University, Vol. 2 No. 5, pg. 447-487. Delery, J.E. (1998), "Issues of fit in strategic human resource management: implications for research", Human Resource Management Review, Vol. 8, pp. 289-309. Dipboye, R.L., Smith, C.S. and Howell, W.C. (1994), Understanding an Industrial and Integrated Organizational Approach Psychology, Harcourt Brace College Publishers, FortWorth, TX. Edgar, F. and Geare, A. (2005), "HRM practice and employee attitudes: different measures– different results", Personnel Review, Vol. 5, pp. 534-49. Eskildsen, J.K., Nussler, M.L. (2000), "The managerial drivers of employee satisfaction and loyalty", Total Quality Management, Vol. 11 No.4 and 5. Firth, L., Mellor, D. J., Moore, K. A., and Loquet, C. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology. 19(2): 170–187.(what made they go? Fazilah mohamad hasun1 Assoc. Prof. Dr. Zafir mohd makhbul; mohd radzuan rahid). Griffeth, R.W., Hom, P.W. & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: update, moderator test and research implications for the next millennium. Journal of Management, 26(3), 463-88. Hall, D. T., Schneider, B. and Nygren, H. T. 1970. Personal factors in organizational identification. Administrative Science Quarterly, Vol. 15: 176-190. Harris, M. (2003). „Do benefits reduce employee turnover among Wyoming Firms : A response to the workforce Development Council? Hendrie, J. (2004). A review of a multiple retailer’s labour turnover. International Journal of Retail and Distribution On Management, Volume 32, No 9. Ing Chung Huang, Hao Chieh Lin, Chin Hsun Chuang. (2006). Constructing factors related to worker retention. International Journal of Manpower, Vol. 27 No.5 pp.491-508. Igbaria, M. and Greenhaus, J.H. (1992), “Determinants of MIS employees‟ turnover intentions: a structural equation model”, Communications of the ACM, Vol. 35 No. 2, pp. 35-49. Klein, K.J., & Kozlowski, S.W.J. (Eds) (2000). Multilevel Theory, Research, and Methods in Organizations, Jossey- Bass, San Francisco, CA. Klein, K.J., Dansereau, F., & Hall, R.J. (1994), “Levels issues in theory development, data collection, and analysis”. Academy of Management Review, 19, 195-229. Kwon, I.G. and Banks, D.W. (2004), “Factors related to the organizational and professional commitment of internal auditors”, Managerial Auditing Journal, Vol. 19 No. 5, pp. 606-22. Locke, E. A. (1976), 'The nature and causes of jobsatisfaction', M. D. Dunnette (Eds.), Handbook of Industrial and Organisational Psychology, Chicago: Rand McNally. Lam, T., Baum, T. & Pine, R., 2001. Study of managerial job satisfaction in Hong Kong‟s Chinese restaurants. International Journal of Contemporary Hospitality Management, 13(1), pp. 35-42. Lambert, E. G., Hogan, N. L., & Barton, S. B. (2001). The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. The Social Science Journal, 38(2), 233–250. http://dx.doi.org/10.1016/S0362-3319(01)00110-0. Lynch, J.E., & Tuckey, M. (2008). „The police turnover problem: fact or fiction? Policing: An international journal of police Strategies and Management, Vol. 31 No. 1, pp.6-18. Mathieu, J.E. and Zajac, D.M. (1990), „„A review and meta-analysis of the antecedents, correlates and consequences of organizational commitment‟‟, Psychological Bulletin, Vol. 2, pp. 171-94. McCaul, H.S., Hinsz, V.B. and McCaul, K.D. (1995), „„Assessing organizational commitment: an employee‟s global attitude toward the organization‟, Applied Behavioral Science, Vol. 1,pp. 80-90. Meyer, J.P., Allen, N.J. and Smith, A. (1993), "Commitment to organizations and occupations: extension and test of a three-component conceptualization", Journal of Applied Psychology, Vol. 4, pp. 538-51. Meyer, J.P., Allen, N.J. and Gellatly, I.R. (1990),"Affective and continuance commitment to the organization: evaluation of measures and analysis of concurrent and time-lagged relations", Journal of Applied Psychology, Vol. 6, pp. 710-20. Meyer, J. P. and Allen, N. J. 1991. A three component conceptualization of organizational commitment. Human Resource Management Review, Vol.1: 61-89 Meyer, J. P. and Allen, N. J. 1997. Commitment in the workplace: Theory, research and application. Thousand Oaks, California: Sage. Mobley, W.H., Griffith, R.W., Hand, H.H. and Meglino, B.M. (1979), “Review and conceptual analysis of the employee turnover process”, Psychological Bulletin, Vol. 86 No. 3, pp.493-522. Mobley, W.H., Horner, S.O. & Hollingsworth, A.T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 62, 408-14. Mowday, R. T., Steers, R. M. & Porter, L. W. 1979. The measurement of organizational commitment. Journal of Vocational Behaviour, Vol. 14: 224-247. Mueller, C.W. & Price, J.L. (1990). Economic psychological and sociological determinants of voluntary turnover. The Journal of Behavioural Economics, 19(3), Mobley, W. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, Vol. 62, pp.238. Moncarz, E., Zhao, J., & Kay, C. (2009). An exploratory study of US lodging properties- Organizations practices on employee and retention. International Journal of Contemporary Hospitality Management, Vol.21 No.4,pp.437-458. Morrell M.K, Clarke L.J, and Wilkinson J.A 2004. Organizational Change and employee Turnover. Personnel Review, Vol. 33 No. 2, pp. 161-173. Nalini, G. & Daily, F.B., 2004. Motivating employees for environmental improvement. Industrial Management & Data System, 104(4), pp.364-372. NewStorm. J.W. & Davis, K. (1994) Organizational Behaviour (8thed.). New York: McGraw Hill Book Company. O‟Driscoll, P.M. & Randall, M.D., 1999. Perceived organizational support, satisfaction with rewards, and employee job involvement and organizational commitment. An International Review, 48(2), pp. 197-209. O‟Learry P., Wharton N. and Quinlan T., 2009 Job Satisfaction of Physicians in Russia International Journal of Health Care Quality Assurance, Vol. 22 No. 3, pp. 221-231. Oshagbemi, T., 1997. Job satisfaction and dissatisfaction in higher education. Education and Training, 39(9), pp. 354-359. Oshagbemi, T., 2003. Personal correlates of job satisfaction: empirical evidence from UK universities. International Journal of Social Economics, 30(12), pp. 1210-1232. Park, J.S & Kim, T.H. (2009). Do types of organizational culture matter in nurse job satisfaction and turnover intention?. Leadership in Health Services, 22(1), 20-38 Price, J.L.(1997), The Study of Turnover, 1st Edition Iowa State, University Press. Pugno,M.,Depedri,S.(2009).Job performances and Job Satisfaction : An Integrated Survey. R. Kanfer, G. Chen, & R. D. Pritchard (Eds.), Work motivation: Past, present, and future (pp. 63-100). New York: Routledge. Rosse, J.G. and Noel, T.W. (1996),"Leaving the organization", in Murphy, K.R. (Ed.), Individual Difference and Behavior in Organizations, Jossey-Bass, San Francisco, CA, pp. 451-94. Rumery, S.M. (1997). A cross level analysis of the influence of group level: turnover on individual-level intention to turnover. University of Connecticut. Salancik, G. R. 1977. Commitment and control of organizational behaviour and beliefs. In B. M. Staw and G. R. Salancik (Eds.), New Directions in Organizational Behaviour (pp. 420-453). Chicago: St Clair Press. Sekaran, U., 2003. Research method for business: A skill building approach. 4th ed. New York, NY. Sheldon, M. E. 1971. Investments and involvement as mechanisms producing commitment to the organization. Administrative Science Quarterly, Vol. 16: 142-150. Skibba,J.S.,(2002).Personality And Job Fatisfaction: An Investigation Of Central Wisconsin Firefighters.University of Wisconsin-Stout. Steers, M. R. & Porter, L. W., 1991. Motivation and work behaviour. 5th ed. New York, Ny. Steers, R.M. and Rhodes, S.R. (1978), "Major influences on employee attendance: a process model", Journal of Applied Psychology, Vol. 4, pp. 391-407. Schultz, D.P & Schultz, S.E. (1994). Psychology and Work Today: An Introduction to Industrial and Organizational Psychology (6thed). New Jersey: Prentice Hall, Inc. Souza-Poza, A., Souza-Poza, A., 2007. The effect of job satisfaction on labour turnover by gender: an analysis for Switzerland. The Journal of Socio-Economics, 36, 895-913. Spector, P. E. 1997. Job satisfaction: Application, assessment, causes and consequences. Thousand Oaks, California: Sage Tian W., 2009. Job satisfaction and turnover in the Chinese retail industry. Cinese Management Studies, Vol. 3 No. 4, pp. 356-378. Wiley, C., 1997. What motivates employees according to over 40 years of motivation surveys? International Journal of Manpower, 18(3), pp. 263- 280. Wong, Y. T., Ngo, H. Y., & Wong, Y. T., (2002). Affective Organizational Commitment Of Workers In Chinese Joint Ventures. Journal Of Managerial Psychology.

Similar Items