The influence of reward (monetary and non-monetary) toward employee’s intention to leave in financial institution in Klang Valley
The rewards package is one of the crucial factors to the organization to attract, retain and motivate their employees. Malaysia Financial and Banking Sector faced the high turnover rate which is 27.84%, compared to Malaysia turnover rate which is around 12 to 14 percent. Therefore, this study propos...
Saved in:
| 主要作者: | |
|---|---|
| 格式: | Thesis |
| 语言: | eng eng |
| 出版: |
2013
|
| 主题: | |
| 在线阅读: | https://etd.uum.edu.my/5043/1/s810816.pdf https://etd.uum.edu.my/5043/2/s810816_abstract.pdf |
| 标签: |
添加标签
没有标签, 成为第一个标记此记录!
|
| 总结: | The rewards package is one of the crucial factors to the organization to attract, retain and motivate their employees. Malaysia Financial and Banking Sector faced the high turnover rate which is 27.84%, compared to Malaysia turnover rate which is around 12 to 14 percent. Therefore, this study proposed to identify the relationships between rewards (monetary and non monetary) to intention to leave in Financial Institution in Klang Valley. The quantitative study through questionnaire was distributed to employees who has been employed for at least 2 years under financial institution. Descriptive and inferential statistics are used to analyze the research data. Research findings showed that there were moderate weak negative correlations between rewards and intention to leave. However, regression analyses revealed that monetary and non monetary rewards described almost 27% variances to intention to leave. Results suggest that the greater monetary and non monetary rewards the lower intention to leave among their employees |
|---|