HRM practices and intention to stay: The moderating effect of transformational leadership

HRM practices and intention to stay: The moderating effect of transformational leadership

The purpose of this study is to examine the relationship between Human Resource Management (HRM) practices and the intention to stay. The HRM practices are career development opportunities, performance appraisal and compensation. This study also examines whether transformational leadership as a mode...

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Main Author: Fadzlin, Abas
Format: Thesis
Language:eng
eng
Published: 2015
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/4998/1/s814088.pdf
https://etd.uum.edu.my/4998/2/s814088_abstract.pdf
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id my-uum-etd.4998
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Adnan, Zurina
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Fadzlin, Abas
HRM practices and intention to stay: The moderating effect of transformational leadership
description The purpose of this study is to examine the relationship between Human Resource Management (HRM) practices and the intention to stay. The HRM practices are career development opportunities, performance appraisal and compensation. This study also examines whether transformational leadership as a moderator gives an impact to HRM practices and the intention to stay among lecturers in private college at Johor Bahru. Regression results showed performance appraisal and compensation has a significant and positive relation with intention to stay. Result also indicated transformational leadership as a moderator has a significant and negative relationship between performance appraisal and intention to stay
format Thesis
qualification_name masters
qualification_level Master's degree
author Fadzlin, Abas
author_facet Fadzlin, Abas
author_sort Fadzlin, Abas
title HRM practices and intention to stay: The moderating effect of transformational leadership
title_short HRM practices and intention to stay: The moderating effect of transformational leadership
title_full HRM practices and intention to stay: The moderating effect of transformational leadership
title_fullStr HRM practices and intention to stay: The moderating effect of transformational leadership
title_full_unstemmed HRM practices and intention to stay: The moderating effect of transformational leadership
title_sort hrm practices and intention to stay: the moderating effect of transformational leadership
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2015
url https://etd.uum.edu.my/4998/1/s814088.pdf
https://etd.uum.edu.my/4998/2/s814088_abstract.pdf
_version_ 1747827842670919680
spelling my-uum-etd.49982021-03-18T06:53:13Z HRM practices and intention to stay: The moderating effect of transformational leadership 2015 Fadzlin, Abas Adnan, Zurina 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 examine the relationship between Human Resource Management (HRM) practices and the intention to stay. The HRM practices are career development opportunities, performance appraisal and compensation. This study also examines whether transformational leadership as a moderator gives an impact to HRM practices and the intention to stay among lecturers in private college at Johor Bahru. Regression results showed performance appraisal and compensation has a significant and positive relation with intention to stay. Result also indicated transformational leadership as a moderator has a significant and negative relationship between performance appraisal and intention to stay 2015 Thesis https://etd.uum.edu.my/4998/ https://etd.uum.edu.my/4998/1/s814088.pdf text eng public https://etd.uum.edu.my/4998/2/s814088_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abdul Aziz, Y. (2001). Penilaian Prestasi: Konsep and Perlaksaaan. Penerbitan Universiti Utara Malaysia: Sintok, Kedah. Adnan, R. & Mubarak, H. H. (2010). Role of transformational and transactional leadership on job satisfaction and career satisfaction. Business and Economic Horizon, 1 (1), 29-38. Afsharnejad, A., & Maleki, M. (2013). Performance Appraisals Impact on Attitudinal Outcomes and Organizational Performance. Mathematics and Computers in Contemporary Science, 29-36. Aggarwal, A., & Thakur, G.S.M. (2013). Techniques of Performance Appraisal- A Review. 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