The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.

The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.

Employee turnover is an inevitable scenario faced by many organizations irrespective of it economic sectors. Uncontrollable turnover is extremely costly for the employer because it involves of efforts, times and costs of rehiring, training, and low productivity effects. Intention to leave is found a...

Full description

Saved in:
Bibliographic Details
Main Author: Muhashamsani, Abdul Ghani
Format: Thesis
Language:eng
eng
Published: 2015
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/5052/1/s814921.pdf
https://etd.uum.edu.my/5052/2/s814921_abstract.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.5052
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Daud, Zulkiflee
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Muhashamsani, Abdul Ghani
The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.
description Employee turnover is an inevitable scenario faced by many organizations irrespective of it economic sectors. Uncontrollable turnover is extremely costly for the employer because it involves of efforts, times and costs of rehiring, training, and low productivity effects. Intention to leave is found as the strongest predictor for actual turnover in previous studies. Due to high turnover ratio among manufacturing workers in Malaysia, it demands great concern and some insights on intention to leave subject. This research explored the causes that triggering workers’ intention to leave towards their current company. In this regard, this study attempts to determine the significance relationships of pay satisfaction and leadership styles on intention to leave among local employees in electrical and electronics manufacturing company. Data were gathered using questionnaires collected from 272 local employees in Yamaha Electronics Manufacturing (M) Sdn. Bhd. The findings resulted in acceptance of the study hypothesizes formulated. Pay satisfaction, transactional leadership style (i.e. contingent rewards, action management-by-exception), and transformational leadership style (intellectual stimulation, idealize influence, individual consideration, inspiration motivation, idealize belief, and ethical decision making) were significantly correlated and contributed to the intention to leave. Based on findings of the study, theoretical and possibility of implications are discussed. Limitation and recommendations for future research are also underlined. Hence, with limited literatures on the topic of pay satisfaction, transactional leadership style, transformational leadership style, and intention to leave in the context of electrical and electronics manufacturing sector in Malaysia, the findings have, to some extent, contributed to the understanding of the intention to leave aspects and enrich the knowledge of these subjects especially in Malaysian employment landscape
format Thesis
qualification_name masters
qualification_level Master's degree
author Muhashamsani, Abdul Ghani
author_facet Muhashamsani, Abdul Ghani
author_sort Muhashamsani, Abdul Ghani
title The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.
title_short The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.
title_full The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.
title_fullStr The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.
title_full_unstemmed The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd.
title_sort relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at yamaha electronics manufacturing (m) sdn. bhd.
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2015
url https://etd.uum.edu.my/5052/1/s814921.pdf
https://etd.uum.edu.my/5052/2/s814921_abstract.pdf
_version_ 1747827851950817280
spelling my-uum-etd.50522021-04-04T07:57:09Z The relationship between pay satisfaction, leadership styles, and intention to leave among local empoyees at Yamaha Electronics Manufacturing (M) Sdn. Bhd. 2015 Muhashamsani, Abdul Ghani Daud, Zulkiflee Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Employee turnover is an inevitable scenario faced by many organizations irrespective of it economic sectors. Uncontrollable turnover is extremely costly for the employer because it involves of efforts, times and costs of rehiring, training, and low productivity effects. Intention to leave is found as the strongest predictor for actual turnover in previous studies. Due to high turnover ratio among manufacturing workers in Malaysia, it demands great concern and some insights on intention to leave subject. This research explored the causes that triggering workers’ intention to leave towards their current company. In this regard, this study attempts to determine the significance relationships of pay satisfaction and leadership styles on intention to leave among local employees in electrical and electronics manufacturing company. Data were gathered using questionnaires collected from 272 local employees in Yamaha Electronics Manufacturing (M) Sdn. Bhd. The findings resulted in acceptance of the study hypothesizes formulated. Pay satisfaction, transactional leadership style (i.e. contingent rewards, action management-by-exception), and transformational leadership style (intellectual stimulation, idealize influence, individual consideration, inspiration motivation, idealize belief, and ethical decision making) were significantly correlated and contributed to the intention to leave. Based on findings of the study, theoretical and possibility of implications are discussed. Limitation and recommendations for future research are also underlined. Hence, with limited literatures on the topic of pay satisfaction, transactional leadership style, transformational leadership style, and intention to leave in the context of electrical and electronics manufacturing sector in Malaysia, the findings have, to some extent, contributed to the understanding of the intention to leave aspects and enrich the knowledge of these subjects especially in Malaysian employment landscape 2015 Thesis https://etd.uum.edu.my/5052/ https://etd.uum.edu.my/5052/1/s814921.pdf text eng public https://etd.uum.edu.my/5052/2/s814921_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abbasi, S. a. (2000). Turnover: The Real Bottom Line. Public Personnel Management, 29, 333-342. Abbasi, S. M., Hollman, K. W., & Hayes, R. D. (2008). Bad Bosses and How Not to Be One. Information Management Journal, 42(1), 52-56. Adams, J. S. (1965). Inequity in social exchange. In B. L., Advances in experimental social psychology (Vol. 2, pp. 267-299). New York: Academic Press. Ahmad, A. (2011).Employee perception of leaders’ transformational and transactional leadership behavior: A comparison between high and low performance estates at Kumpulan Ladang Perbadanan Kedah. Unpublished Master Thesis, Universiti Utara Malaysia. Ajzen, I. a. (1980). Understanding Attitudes and Predicting Social Behaviour. New Jersey: Prentice-Hall. Ali, N. a. (2010). Job satisfaction and employees turnover intention: Case study of NWFP Pakistan based banking sector. . Institute of Interdisciplinary Business Research, 39-66. Aminuddin, M. (2011). Human Resource Management: Principles and Practices (2 ed.). Shah Alam: Oxford Fajar Sdn. Bhd. Aondoaver Ucho, T. M. (2012). Job Satisfaction, Gender, Tenure, and Turnover Intentions among Civil Servants in Benue State. Interdisciplinary Journal of Contemporary Research in Business, 3(11), 378-387. Avolio, B. J. (1999). Full Leadership Development: Building the Vital Forces in Organization. Thousand Oaks, CA: Sage. Ayaru, V. B. (2012). The impacts of human resource management practices on employee retention in Kulim Industrial Estate. Unpublised Master Thesis Universiti Utara Malaysia. Aziz, S. F. (2009). Relationship of quality of work life with tendency for turnover: A study among workers at Celestica Factory, Johor Bahru. Bangi: Universiti Kebangsaan Malaysia. Unpublished Dissertation, Universiti Kebangsaan Malaysia. Barlow, G. (1989). Deficiencies and the pertuation of of power: Latent functions in management appraisal . Journal of Management Studies, 499-517. Bass, B. M. (2000). Multifactor Leadership Questionnaires: Technical Report, Leader Form, Rater Form, and Scoring Key for MLQ Form 5Z-Short (2 ed.). Redwood City: Mind Garden. Bergiel, E. N. (2009). Human resource practices, job embeddedness and intention to quit. Management Research News, 35, 205-219. Bhosle, V. K. (2012). Performance Management and Strategic Planning: Where Is The Link? Zenith International Journal of Business Economics & Management Research, 2(2), 133-142. Bibby, C. L. (2008). Should I stay or should I leave? Perceptions of age discrimination, organizational justice, and employee attitudes on intention to leave. Journal of Applied Management and Entrepreneurship, 13, 63-86. Bigliardi, B. P. (2005). Organizational socialization, career aspirations and turnover intentions among design engineers.. Leadership & Organizational Development Journal, 424-441. Branham, L. (2005). The 7 Hidden Reasons Employees Leave–How to Recognize the Subtle Signs and Act Before It’s Too Late. New York: Amacom. Brislin, R. (1980). Translation and content analysis of oral and written material. In H. C. Triandis, Handbook of cross-cultural psychology: Social psychology (pp. 389-444). Boston: Allyn & Bacon. Brumback, G. B. (2003). Blending "we/me" in Performance Management. Team Performance Management: An International Journal, 167-173. Bryman, A. a. (2011). Business Research Methods (3 ed.). New York: Oxford University Press Inc. Burns, J. M. (1978). Leadership. New York: Harper & Row. Bycio. P., H. R. (1995). Further assessment of bass's (1985). Conceptualization of transactional and transformational leadership. Journal of Applied Psychology, 80, 468-478. Carrahar, S. M. (2011). Turnover prediction using attitudes towards benefits, pay, and pay satisfaction among employees and entrepreneurs in Estonia, Latvia, and Lithuania. Baltic Journal of Management, 6(1), 25-52. Carraher, S. M. (2004a). A comparison of polychronicity levels among small business owners and non business owners in the US, China, Ukraine, Poland, Hungary, Bulgaria, and Mexico. International Journal of Family Business, 1(1), 97-101. Carraher, S. M. (2004b). Validation of a measure of international stress: findings from multinational health service organization professionals. Journal of Applied Management and Entrepreneurship, 9(3), 3-21. Carraher, S. M. (2004c). Pay satisfaction, cognitive complexity, and global solutions: is a single structure appropriate for everyone? Journal of Applied Management and Entrepreneurship, 9(2), 18-33. Carraher, S. M. (2005). “Felt fair pay of small to medium, sized enterprise (SME) owners in Finland and Latvia: an examination of Jaques’ equity construct”. Journal of Small Business Strategy, 16(1), 1-8. Carraher, S. M. (2009). Global Entrepreneurship. Dubuque, IA.: Kendall Hunt Publishing. Carroll, A. B. (2008). Business & Society (8 ed.). Mason, Ohio, USA: South Western Cengage Learning. Cavana, R. Y. (2001). Applied business research: Qualitative and quantitative methods. New York: John Wiley & Sons Inc. Chan, B. Y.-F., Yeoh, S. F., Lim, C. L., & Othman, S. (2010). An Exploratory Study on Turnover Intention among Private Sector Employees. International Journal of Business and Management, 5(8), 57-64. Chen, G. P. (2011). The power of momemtum: A new model of dynamic relationships between job satisfaction change and turnover intentions. Academy of Management Journal, 54(1), 159-181. Chen, X. H. (1998). The role of organization citizenship behaviour in turnover: conceptualization and preliminary tests of keys hypotheses. Journal of Applied Psychology, 83, 922-931. Chew, J. a. (2008). Human Resource Practices, Organizational Commitment and Intention to Stay. International Journal of Manpower, 29(6), 503-522. Chiu, R. K. (2002). Retaining and Motivating Employees: Compensation Preferences in Hong Kong and China. Personnel Review, 31(4), 402-431. Choi Sang Long, L. Y. (2012). Leadership Styles and Emploees' Turnover Intention: Exploratory Study of Academic Staff in a Malaysian College, 19(4), 575-581. Cobb, A. W. (1995). Justice in the Making: Towards Understanding the Theory and Practice of Justice in Organizational Change and Development. In W. A. Woodman, Research in Organization Change and Development (Vol. 8, pp. 243-295). Greenwich: JAI Press. Cohen, A. &. (2007). Predicting absenteeism and turnover intentions by past absenteeism and work attitudes: An empirical examination of female employees in long-term nursing care facilities. Career Development International, 12, 416-432. Constanti, A. Z. (2010). Leadrship Styles and Burnout: Is Thre an Association? International Journal of Contemporary Hospitality, 22(3), 300-320. Cottini, E. K. (2009). Adverse Workplace Conditions, High-Involvement Work Practices and Labor Turnover: Evidence from Danish Linked Employer-Employee Data. Bonn: The Institute of Study of Labor. Cotton, J. &. (1986). Employee turnover: A meta-analysis and review with implication for research. Academic of Management Review, 11(1), 55-70. Creswell, C. (2012). Review of Employmemt Law in The United Kingdom. Proceedings of Modernisation of Labour Legislation and Dispute Resolution Process: An International Perspective, 26-27 June. Kuala Lumpur, Malaysia. Dalton, D. R. (1979). Turnover turned over: An expanded and positive perspective. Academy of Management Review, 4, 225-236. Davis, R. (1992). Person-Environment fit and job satisfaction. New York: Lexington Book. Day, N. E. (2011). Perceived pay communication, justice and pay satisfaction. Employee Relations, 33(5), 476-497. DeConinck, J. B. (1996). A construct validity analysis of scores on measures of distributive justice and pay satisfaction. Educational and Psychological Measurement, 56, 1026-1036. Department of Statistics. (2014). Annual Gross Domestic Product 2005-2013. Kuala Lumpur: Government Printers. Department of Statistics, M. (2014). Annual Gross Domestic Product. Department of Statistics, Malaysia. Kuala Lumpur: Government Printer. Dickter, D. N. (1996). Temporal tempering: An event history analysis of the process of voluntary turnover. Journal of Applied Psychology, 81, 705-716. Dreher, G. F. (1988). Benefit coverage and employer cost: Critical factors in explaining compensation satisfaction. Personnel Psychology, 41, 237-254. Dyne, L. V. (1995). Extra role behaviors: In pursuit of construct and definitional clarity (a bridge over muddied waters). Academic of Management Journal, 765-802. Edmonds, J. (2011). Managing Successful Change. Wantage, UK: Emerald Group Publishing Limited. Epstein, W. G. (2005). A study of transformational and transactional leadership and the effect on project manager turnover intentions. Unpublished Doctoral Dissertation, Pepperdine University. Firth, L. M. (2003). How can managers reduce employee intention to quit? Journal of Managerial Psychology, 170-187. Fong, S. C. (2003). The dimensionality and determinants of pay satisfaction: A cross-cultural investigation of a group incentive plan. International Journal of Human Resource Management, 14, 559-580. Gaiduk, R. G. (2009). Limiting the brain drain: determinants of employee organizational attachment in Lithuania. Baltic Journal of Management, 4(2), 149-168. George, J. M. (1999). Organizational Behavior. NYC: Addison-Wesley Publishing Company Inc. George, J. M., & Jones, G. R. (1999). Organizational Behavior (2 ed.). New York: Addison-Wesley. Gerhart, B. a. (1992). Employee compensation: Research and Practice. In M. D. Dunnette, Handbook of industrial and organizational psychology (pp. 481-569). Palo Alto, California: Consulting Psychologists Press. Gerhart, B. a. (2003). Compensation: Theory, Evidence, and Strategic Implications. Thousand Oaks, CA: Sage. Ghazali, H. (2010). Employee intention to leave a job: A case of Malaysian fast food industry. Doctoral Dissertation, University of Waikato. Grant, R. M. (2003). Strategic Planning in a Turbulent Environment: Evidence from the Oil Majors. Strategic Management Journal, 24(6), 491-517. Griffeth, R. W. (2000). Sources of conflict between work and family roles. Academy of Management Review, 26, 463-488. Griffin, R. W. (1999). Management (6 ed.). New York: Houghton Mifflin Company. Gustainiene˙, L. a. (2009). Job satisfaction and subjective health among sales managers. Baltic Journal of Management, 4(1), 51-65. Hair, J. F. (1998). Multivariate Data Analysis, (5 ed.). Upper Saddle River: Prentice-Hall Inc. Harris, R. B. (2008). An examination of the impact of supervisor on the relationship between job strains and turnover intention for computer workers. Journal of Applied Social Psychology, 2108-2131. Hasin, H. H. (2007). An empirical study on job satisfaction, job-related stress and intention to leave among audit staff in public accounting firms in Melaka. Journal of Financial Reporting & Accounting, 21-39. Hassan, A. a. (2011). Role of organizational justice in determining work outcomes of national and expatriate academic staff in Malaysia. Journal of Commerce and Management, 82-93. Hemdi, M. A. (2006).Turnover intention of hotel employees: The role of Human Resource Management practices, trust in organization, and affective commitment. Unpublished Dissertation, University of Science Malaysia. Heneman, H. G. (1985). Pay satisfaction. In M. a. Rowland, Compensation attitudes (pp. 115-140). Greenwich: JAI Press. Heneman, H. G. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology, 20, 129-141. Heneman, H. G. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology, 20, 129-140. Heneman, H. G. (2000). Compensation attitudes: A review and recommendations for future research. In S. L. Rynes, Compensation in organization: Progress and prospects (pp. 61-103). San Francisco: Jossey-Bass. Heneman, R. L. (1988). The relationship between pay for performance perceptions and pay satisfaction. Personnel Psychology, 41, 745-759. Heravi, M. G. (2010). Investigating the relationships between leadership style and personnel turnover intention in IT Companies in Iran. Proceedings of the 2010 Special Interest Group on Management Information System's 48th Annual Conference on Computer Personnel Research (pp. 48-54). New York: ACM. Hitchcock, D. E. (1992). The Engine of Empowerment. Journal of Quality and Participation, 50-58. Hollander, E. P. (1978). Leadership dynamics: A practical guide to effective relationship. New York: The Free Press. Hom, P. W. (1995). Employee Turnover. Ohio: South Western College. Hom, P. W. (2001). Toward a Greater Understanding of How Dissatisfaction Drives Employee Turnover. Academy of Management Journal, 44(5), 975-987. How, T. K. (1995). Training and Developing Human Resources. Federal Publication Sdn. Bhd. Howell, D. C. (1999). Fundalmental Statistics for the Behavioural Sciences (4 ed.). California: Brooks/Cole Publishing Co. Howell, J. P. (2006). Understanding behaviors for effective leadership (2 ed.). Englewood Cliffs, New Jersey: Pearson Prentice Hall. Idris, M. Y. (2011). The Relationship between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd. Unpublished Master Dissertation. Jackofsky, E. F. (1987). A causal analysis of the impact of job performance on the voluntary turnover process. Journal of Occupational Behaviour, 263-270. Jadhav, S. K. (2011). Virtual Classroom. Mumbai: CDAC. Jamal, M. (2007). Burn-out and self-employment: a cross cultural empirical study. Stress and Health, 23(4), 249-256. Jehad. (2011). Job Satisfaction and Organizational Citizenship Behaviour: An Empirical Study At Higher Learning Institutions. Asian Academy of Management Journal, Vol 16, No. 2, 149-165. Jha, S. (2009). Determinants of employee turnover intentions: A Review. Management Today, 9(2), 26-33. Johanim Johari, T. F. (2012). Promoting Employee Intention to Stay: Do Human Resource Management Practices Matter? Journal of Economics and Management, 6(2), 396- 416. Judge, T. A. (1993). Validity of the dimensions of the pay satisfaction questionnaire: Evidence of differential prediction. Personnel Psychology, 46, 331-335. Judge, T. A. (1994). A confirmatory investigation of the dimensionality of the pay satisfaction questionnaire. Journal of Applied Psychology, 79, 461-466. Kacmar, K. M. (2006). Sure everyone can be replaced...but at what cost? Turnover as a predictor of unit-level performance. Academy of Management Journal, 49, 133-144. Kakabadse, N. K. (2004). Directors’ remuneration: the need for a geo-political perspective. Personnel Review, 33(5), 561-582. Kaur, A. (2008). International Migration and Governance in Malaysia: Policy and Performance. UNEAC Asia Papers, 2008(22), 1-18. Kessler, I. H. (2006). The fragmentation of pay determination in the British civil service: a union member perspective. Personnel Review, 35(1), 6-28. Kingdom, U. (2012). Public perceptions of manufacturing and efforts to rebalance the UK economy. University of Cambridge. London: United Kingdom. Kopelman, R. R. (1992). Rationale and construct validity evidence for the Job Search Behavior Index. Journal of Vocational Behavior, 40, 269-287. Kreitner, B. &. (2010). Organizational Behavior (9 ed.). New York: McGraw-Hill. Krejcie, R. V. (1970). Determining Sample Size for Research Activities. Educational and Psychological Measurement, 30, 607-610. Kysilka, D. &. (2013). Employee turnover in the hospital industry. Annals. Economics Science Series, 19(2013), 377-384. Lacity, M. C. (2008). Turnover intentions of Indian IS professionals. Information Systems Frontiers on Outsourcing, 225-241. Lai, P. S. (2008). Distancing flexibility in hotel industry: The role of employment agencies as labor suppliers. The International Journal of Human Resources Management, 19, 132-154. Lambert, E. G. (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, 233-250. Lawler, E. E. (1971).Pay and organizational effectiveness. New York: McGraw-Hill. Lawler, E. E. (1981). Pay and organizational development. Reading, MA: Addison Wesley. Lee, T. W. (1994). An alternative approach the unfolding model of employee turnover. Academy of Management Review, 19, 51-89. Li, J. T. (2011). Collective-HRM, firm strategy and firm performance: an empirical test. International Journal of Human Resource Management, 23(1), 190-203. Lievens, F. A. (2007). Measurement Invariance of the Pay Satisfaction Questionnaire Across Three Countries. Educational and Psychological Measurement, 67(6), 1042-1051. Locke, E. A. (1976). The nature and causes of job dissatisfaction. In The Handbook of Industrial and Organizational Psychology (In M.D. Dunnette ed., pp. 901-926). Chicago: Rand McNally. Lunnan, R. a. (2009). Is the standardization of human resource practices perceived as fair across national cultures? The cases of China, Lithuania, and Norway. Baltic Journal of Management, 4(2), 127-148. Lussier, R. N., & Achua, C. F. (2010). Leadership: Theory, Application & Skill Development (4 ed.). Mason: South-Western Cengage Learning. Malaysia. (2008a). Annual Report. Kuantan Municipal Council. Kuantan: Government Printers. Malaysia. (2008b). Business Expectations Survey of Limited Companies-First Half. Kuala Lumpur: Government Printers. Malaysia. (2008b). Business Expectations Survey of Limited Companies-First Half. Kuala Lumpur: Government Printers. Malaysia. (2008c). Annual Report. Department of Forest. Ipoh: Government Printers. Malaysia. (2011). Annual Report. Ministry of Communication and Heritage. Kuala Lumpur: Government Printers. Malaysia. (2012). Annual Report. Department of Survey and Mapping Malaysia. Kuala Lumpur: Government Printers. Malaysia. (2013). Business Tendency Statistic - First Quarter. Department of Satistics. Kuala Lumpur: Government Printers. Malaysia. (n.d.). Business Tedency Statistics. Mano-Negrin, R. T. (2004). Job search modes and turnover. Career Development International, 9(5), 442-458. March, J. a. (1958). Organisations. New York: Wiley & Son. Martocchio, J. J. (2011). Strategic Compensation (6th. Edition). New Jersey: Pearson Education, Inc/Prentice Hall. Martocchio, J. J. (2013). Strategic Compensation: A Human Resource Management Approach (7 ed.). New Jersey, New Jersey: Pearson Education, Inc. Masroor, A. a. (2010). Level of Job Satisfaction and Intent to Leave Among Malaysian Nurses. Semiannual Publication, 3(1), 123. Masroor, A. M. (2010). Level of Job Satisfaction and Intent to Leave among Malaysian Nurses. Business Intelligence Journal, 3(1), 123-137. Maxwell K. H., J. J. (2003). Perceived career incentives and intent to leave. Information & Management, 40, 361-369. McPherson, B. (1976). Involuntary Turnover and Organizational Effectiveness in the National Hockey Leaque. In R. S. Gruneau, In Canadian Sport: Sociological Perspectives (pp. 259-275). Don Milss: Addison-Wesley. Mello, J. A. (2011). Strategic Management of Human Resources (3 ed.). South-Western: Cengage Learning. Meyers, L. G. (2006). Applied Multivariete Research: Design and Interpretation. Thousand Oaks, California, US: SAGE Publication. Miceli, M. P. (1991). Antecedents of pay satisfaction: A review and extension. In K. a. Rowland, Research in personnel and human resources management (Vol. 9, pp. 235-309). Greenwich: JAI Press. Milkovich, G. T. (2011). Compensation (11 ed.). New York: McGraw-Hill. Miller, H. E. (1979). Evaluation of the Mobley, Horner, and Hollingsworth Model of Employee Turnover. Journal of Applied Psychology, 509-517. Ministry of Human Resources. (2012). Labour and Human Resources Statistics. Kuala Lumpur: Government Printers. Mkavga, A. U. (2012). Job satisfaction, gender, tenure, and turnover intentions among civil servants in Benue State. Interdisciplinary Journal of Contemporary Research in Business, 3(11), 378-387. Mobley, W. H. (1977). Intermediate Linkages inthe Relationship Between Job Satisfaction and Employee Turnover. Journal of Applied Psychology, 62, 237-240. Mobley, W. H. (1978). A evaluation of precursors of hospital employees turnover. Journal of Applied Psychology, 63(4), 408-414. Mobley, W. H. (1979). Review and conceptual analysis of the employee turnover process. Psychollogical Bulleting, 86, 493-522. Mobley, W. H. (1982). Employee Turnover. United States of America: Addison-Wesley Publishing Company. Mobley, W. H. (1982). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240. Mobley, W. H. (1982). Intermediate Linkages in the Relationships between Job Satisfaction and Employee Turnover. Journal of Applied Psychology, 62(2), 237-240. Mohamed, A. L. (2011). Factors that influence turnover intention among medical employees of National Heart Institute Kuala Lumpur. Unpublished Master Thesis Universiti Utara Malaysia. Mohd. Jeffrey, J. (2010). Labour Inspection and Administration in Malaysia. Paper presented at 7th. Asian International Industrial Relations Association Congress, 22-23 September. Bali, Indonesia. Mondy, R. W. (2005). Human Resource Management. New Jersey: Pearson Education. Morell, K. L.-C. (2001). Unwearing leaving: the use of models in the management of employee turnover. Business School Research Series, 1-65. Musa, Z. (2010, 4 26). Views on Minimum Wages Divided. Retrieved 5 27, 2014, from http://www/thestar.com.my. Naail, M. K. (2010, December 5). Effects of Spirituality and Social Responsibility on Job Satisfaction: A Conceptual Analysis. AHRD International Research Conference in the Americas, 2011. Retrieved December 4, 2010, from Social Science Research Network. Nor, N. N. (2012). Turnover Intention: An Examination of Job Characteristic and Transactional Leadership Style Among Operators in Electrical and Electronics Sub-Sector. Unpublished Dissertation. Omar, K. A. (2013). Job Satisfaction and Turnover Intention among Nurses: The Mediating Role of Moral Obligation. Journal of Global Management, 5(1), 44-55. Organ, D. (1988). OCB: The Good Soldier Syndrom. Lexington MA: Lexington Book. Overbey, J. A. (2013). Telecommuter intent to leave. Leadership & Organization Development Journal, 34(7), 680-699. Patricia. (n.d.). WHITE PAPER: Getting The Most From Your Performance Management System. Development Dimension Internationa;. Retrieved March 30, 2014, from www.ddiworld.com. Pauliene. (2012). Transforming Leadership Styles and Knowledge Sharing in a Multicultural Context. Businee, Management and Education, 10(1), 91-109. Peachey, J. E. (2011). Turnover Intentions: DO Leadership Behaviors and Satisfaction with the Leader Matter? Team Performance Management, 17(1/2), 23-40. Perrini, F. e. (2006). Developing Corporate Social Responsibility: A European Perspective. Northampton, Massachusetts, USA: Edward Elgar Publishing, Inc. Peter Prowse, J. P. (2009). The Dilemma of Performance Appraisal. Measuring Business Excellence, 69-77. Phellas, C. B. (2011). Structured methods: Interviews, questionnaires and observation. London: Sage. Philips, L. a. (2003). Compensation Strategy in Transnational Corporations. Management Decision, 41(5), 465-476. Piccolo, R. F. (2006). Transformational leadership and job behaviors: The mediating Transformational leadership and job behaviors. Academy of Management Journal, 49, 327-340. Pitts, D. M. (2011). So hard to say goog bye? Turnover intention among US federal employees. Administration Review, 71(5), 751-760. Pohlen, T. a. (1994). Implementing activity based costing (ABC) in logistics. Journal of Business Logistics, 15(2), 1-23. Ponnu, C. H. (2010). Organizational commitment, organizational justice and employee turnover in Malaysia. African Journal of Business Management, 4(13), 2676-2692. Powell, T. C. (1992). Strategic Planning as Competitive Advantage. Strategic Management Journal, 13(7), 551-558. Pragalath, K. (2014, May 22). Malaysia among the worst places to work. Retrieved May 27, 2014, from Free Malaysia Today: http://www.freemalaysia today.com. Price, J. (1977). The Study of Turnover. Ames I.A: IOWA State Press. Price, J. I. (1986). Absenteeism and turnover of hospital employee. Greenwich City: JAI Press. Price, J. I. (2001). Refelections on the determinants of voluntary turnover. International Journal of Manpower, 22(7), 660-624. Price, J. L. (1981). A casual model for turnover for nurses. Academy of Management Journal, 24, 543-565. Qamar, N. (2012). Job Satisfaction and Organizational Commitment As Antecedents of Organizational Citizenship Behaviour (OCB). Interdisciplinary Journal of Contemporary Research In Business, Vol. 4, No. 7, 103-122. Richer, S. F. (2002). A motivational model of work turnover. Journal of Applied Science Psychology, 32(10), 2089-2113. Riley, D. N. (2006). The effects of sales management leadership styles on salesperson organizational commitment and salesperson turnover intentions. Doctoral Dissertation, Nova Southeastern University. Riley, D. N. (2006). The effects of sales management leadership styles on salesperson organizational commitment and salesperson turnover intentions. Doctoral Dissertation, Nova Southeastern University. Robertson, J. C. (2013). Leadership Styles and Intention to Quit. Unpublished PhD Dissertation, Tennessee Temple University. Roznowski, M. &. (1992). The scientific of valid measures of general construct with special reference to job satisfaction and job withdrawal. New York: Lexington Books. Sager, J. K. (1989). Antecedents and outcomes of organizational commitment: A study of salespeople. Journal of Personal Selling and Sales Management, 9, 30-41. Saifura, M. (2012). Effectiveness Study on Training Programs Carried Out for SMEs Employers by Ministries and Government Agencies. Kuala Lumpur: Berita PSMB. Samad, S. (2006). The contribution of demographic variables: Job characteristics and job satisfaction on turnover intentions. Journal of International Management Studies, 1(1), 1-12. Samad, S. (2006). The Contribution of Demographic variables: Job Characteristics and Job Satisfaction on Turnover Intentions. Journal of International Management Studies, 1(1), 1-12. Scarpello, V. (1988). Pay satisfaction and pay fairness: Are they the same? Dallas, Texas: Paper presented at the meeting of the Society for Industrial and Organizational Psychology. Scarpello, V. a. (2008). “Are pay satisfaction and pay fairness the same construct? A crosscountry examination among the self-employed in Latvia, Germany, the UK, and the USA”. Baltic Journal of Management, 3(1), 23-29. Schyns, B. T. (2007). Turnover intention and preparedness for change: Exploring leadermember exchange and occupational self-efficacy as antecedents of two employability predictors. Career Development International, 660-679. Scullen, S. E. (2011, October 1). Why Do You Have a Performance Appraisal System? Drake Management Review. Drake University. Sekaran, U. a. (2010). Research Methods for Business (5 ed.). West Sussex, United Kingdom: John Wiley & Sons Ltd. Sekaran, U. a. (2013). Reserach Methods for Business: A Skill-Building Approach (6 ed.). West Sussex, UK: John Wiley & SOns Ltd. Shore, L. M. (1989). Job satisfaction and organizational commitment in relations to work performance. Human Relations, 42(7), 625-638. Siti Marshita, M. (2013). Minimum Wage In Malaysia: The Challenge On The Implementation Of The Law. Proceedings on Kuala Lumpur International Business, Economics and Law Conference, 2-3 December. Kuala Lumpur. Steel, R. P. (1984). A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology, 69, 673-686. Sweeney, P. D. (2004). Social comparisons and income satisfaction: A cross-national examination. Journal of Occupational and Organizational Psychology, 77, 149-154. Tang, T. L. (2006). Income, the love money of money, pay comparison, and pay satisfaction. Journal of Managerial Psychology, 21(5), 476-491. Tangen. (2004). Performance Measurement: From Philosophy to Pratice. International Journal of Productivity and Performance Management, 726-737. Taylor, C. R. (2002). Focus on Talent, Training and Development. Timothy. (2003). Managing Training & Development in Malaysia. Kuala Lumpur: CCH Asia Pte Limited. Turk, K. (2008). Performance appraisal and the compensation of academic staff in the University of Tartu. Baltic Journal of Management, 3(1), 40-54. Udechukwu, I. K. (2007). Determining the probability that an employee will stay or leave the organization: A mathematical and theoretical model for organizations‟. Human Resource Development Review, 6(2), 164-184. Uma Sekaran & Bougie, R. (2010). Research Methods for Business: A Skill Building Approach. London: John Wiley & Sons. Uncho, A. M. (2012). Job Satisfaction, Gender, Tenure, and Turnover Intention among Civil Servants in Benue State. Interdisciplinary Journal of Contemporary Research in Business, 3(11), 378-387. Vandenberg, R. J. (1999). Disaggregating the Motives Underlying Turnover Intentions: When Do Intentions Predict Turnover Behaviour? Human Relations, 52(10), 1313-1336. Vanderberghe, C. a. (2008). The Role of Pay Satisfaction and Organization Commitment in Turnover Intentions: A Two-Sample Study. Journal Business Psycoll, 22, 275-286. Vernon, L. H. (2012). Job satisfaction, perceived available of job alternative and turnover intentions. The case of Alumina Industry in surname. Institute for Social Studies. Voon, M. L. (2009). Leadership styles in context of Institution of Higher Education in Malaysia. Kuching: Universiti Malaysia Sarawak. Wallace, J. a. (2012). A Study of the Dysfunctional and Functional Aspects of Voluntary Employee Turnover. SAM Advanced Management Journal, Summer, 27-35. Wang, Y. C. (2010). Chinese Employees' Work Values and Turnover Intentions in Multinational Companies: The Mediating Effect of Pay Satisfaction. Social Behavior and Personality, 38(7), 871-894. Wang, Y. P. (2010). Chinese Employees’ Work Values and Turnover Intentions in Multinational Companies: The Mediating Effect of Pay Satisfaction. Social Behaviour and Personality, 38(7), 871-894. Watrous, K. M. (2006). "When coworkers and managers quit: the effects of turnover and shared values on performances". Journal of Business and Psychology, 21, 103-126. Watrous, K. M. (2006). When Co-Workers and Managers Quit: The Effects of Turnover and Shared Values on Performance. Journal of Business and Psychology, 21, 103-126. Watson, T. (2013). Towers Watson's General Industry Total Rewards Seminars. Towers Watson Malaysia's General Industry Total Rewards Seminar (pp. 1-4). Kuala Lumpur: Towers Watson. Weisberg, J. (1994). Measuring workers' burnout and intention to leave. International Journal of Manpower, 15(1), 4-14. Wells, J. E. (2010). Turnover Intentions: Do Leadership Behaviors and Satisfaction with the Leader Metters' Team Perform. Team Performance Management, 17, 57-64. Wheeler, A. R. (2010). Moderating and mediating the HRM effectiveness–intent to turnover relationship: The roles of supervisors and job embeddedness. Journal of Managerial Issues, 182-196. William., M. L. (2007). Understanding multiple dimensions of compensation satisfaction. Journal of Business and Psychology, 21(3), 429-459. Williams, M. L. (2008). A comprehensive model and measure of compensation satisfaction. Journal of Occupational & Organizational Psychology, 81(4), 639-688. Williams, M. L., McDaniel, M. A., & Nhung, N. T. (2006). A Meta-Analysisof the Antecedents and Consequences of Pay Level Satisfaction. Journal of Applied Psychology, 91(2), 392-413. Yukl, G. (2002). Leadership in Organizations (5 ed.). Upper Saddle River, New Jersey: Prentice-Hall. Zaleha Mohd Noor, N. I. (2011). The Impact of Foreign Workers on Labour Productivity in Malaysian Manufacturing Sector. International Journal of Economics and Management, 5(1), 169-178. Zhang, D. (2011). Organisational Citizenship Behaviour. PSYCH761 White Paper (OCB), 1-14. Zhiqiang Liu, Z. C. (2013). Leadership Style and Employee Turnover Intentions: A Social Identity Perspective. Career Development International, 18(3), 305-324. Zikmund, W. G. (1997). Business Research Method. Oklahoma: Harcourt Brace College.

Similar Items