Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad

Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad

Employee resignations in nearly all organizations worldwide have raised great concerns. Rapid exit of employees presents serious obstacles to the organizations in achieving their organizational goals. Employee resignation should be analysed in order to forecast future losses and to identify variou...

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Main Author: Nik Afiah, Abdul Halim
Format: Thesis
Language:eng
eng
Published: 2013
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/5019/1/s810961.pdf
https://etd.uum.edu.my/5019/2/s810961_abstract.pdf
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institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Tan, Fee Yean
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Nik Afiah, Abdul Halim
Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad
description Employee resignations in nearly all organizations worldwide have raised great concerns. Rapid exit of employees presents serious obstacles to the organizations in achieving their organizational goals. Employee resignation should be analysed in order to forecast future losses and to identify various reasons for people leaving the organization. Hence, the scope of this research concentrates on the middle managers in Tenaga National Berhad because this group is the major contributor to the total resignation in this organization which is 200 out of 2270 middle managers had resigned for the past five years (1st January 2008 until 31st December 2012). TNB is now struggle to cope with the shortage of competent manpower to support the company in diversifying its business overseas, whilst at the same time defending company’s core business in Peninsular Malaysia. Thus, the overall purpose of this research is to find out the factors that influence the resignation intention among middle managers. Regression results indicated that pay and benefits, career advancement, recognition and senior leadership had explained 55.5% variances of resignation intention. The findings also concluded that pay and benefits and senior leadership have significant relationship with resignation intention. Meanwhile, career advancement and recognition have no relationship with resignation intention. Moreover, pay and benefits produced the highest influence on resignation intention among middle managers. It can be stated that compensation is a motivating factor to most middle managers in TNB according to need based and process theories of retention
format Thesis
qualification_name masters
qualification_level Master's degree
author Nik Afiah, Abdul Halim
author_facet Nik Afiah, Abdul Halim
author_sort Nik Afiah, Abdul Halim
title Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad
title_short Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad
title_full Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad
title_fullStr Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad
title_full_unstemmed Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad
title_sort factors that influence the resignation intention among middle managers in tenaga nasional berhad
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2013
url https://etd.uum.edu.my/5019/1/s810961.pdf
https://etd.uum.edu.my/5019/2/s810961_abstract.pdf
_version_ 1776103661858979840
spelling my-uum-etd.50192023-01-26T03:41:08Z Factors that influence the resignation intention among middle managers in Tenaga Nasional Berhad 2013 Nik Afiah, Abdul Halim Tan, Fee Yean Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Employee resignations in nearly all organizations worldwide have raised great concerns. Rapid exit of employees presents serious obstacles to the organizations in achieving their organizational goals. Employee resignation should be analysed in order to forecast future losses and to identify various reasons for people leaving the organization. Hence, the scope of this research concentrates on the middle managers in Tenaga National Berhad because this group is the major contributor to the total resignation in this organization which is 200 out of 2270 middle managers had resigned for the past five years (1st January 2008 until 31st December 2012). TNB is now struggle to cope with the shortage of competent manpower to support the company in diversifying its business overseas, whilst at the same time defending company’s core business in Peninsular Malaysia. Thus, the overall purpose of this research is to find out the factors that influence the resignation intention among middle managers. Regression results indicated that pay and benefits, career advancement, recognition and senior leadership had explained 55.5% variances of resignation intention. The findings also concluded that pay and benefits and senior leadership have significant relationship with resignation intention. Meanwhile, career advancement and recognition have no relationship with resignation intention. Moreover, pay and benefits produced the highest influence on resignation intention among middle managers. 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