The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave

The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave

The year of 2020 has come near and Malaysia is in need of highly committed, competitive, productivity and efficient work forces to fulfil its Vision 2020 program. The purpose of this study was to examine the impact of HRM practices toward intention to leave and to investigate the influence of organi...

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Main Author: Nurellman, Ismail
Format: Thesis
Language:eng
eng
Published: 2014
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/5110/1/s810135.pdf
https://etd.uum.edu.my/5110/2/s810135_abstract.pdf
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id my-uum-etd.5110
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Sri Ramalu, Subramaniam
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Nurellman, Ismail
The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave
description The year of 2020 has come near and Malaysia is in need of highly committed, competitive, productivity and efficient work forces to fulfil its Vision 2020 program. The purpose of this study was to examine the impact of HRM practices toward intention to leave and to investigate the influence of organization commitment as a mediator in the relationship between HRM practices and intention to leave among lecturers in various public universities in northern Malaysia. Internet survey questionnaires were sent using e – mail to 221 respondents working as lecturers in the public universities. Statistical Package software for Social Science (SPSS) Version 19.0 to analyze the data gathered. Pearson’s Correlation analysis was done to examine the relationship between all variable and was found that all HRM practices and organizational commitment have significant negative relationship with intention to leave. Multiple regressions analysis was conducted to test the hypotheses. It was found that not only HRM practices decrease employee’s intention to leave, the results also show that this relationship was partially mediated by organizational commitment. It is also suggested for the future research to include some other HRM practices that was not include in this study to examine its influence toward intention to leave. It is also recommendable to examine these relationships in other settings outside of academic sector
format Thesis
qualification_name masters
qualification_level Master's degree
author Nurellman, Ismail
author_facet Nurellman, Ismail
author_sort Nurellman, Ismail
title The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave
title_short The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave
title_full The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave
title_fullStr The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave
title_full_unstemmed The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave
title_sort mediating effect of organizational commitment on the relationship between hrm practices and intention to leave
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2014
url https://etd.uum.edu.my/5110/1/s810135.pdf
https://etd.uum.edu.my/5110/2/s810135_abstract.pdf
_version_ 1747827864071307264
spelling my-uum-etd.51102016-04-17T07:00:47Z The mediating effect of organizational commitment on the relationship between HRM practices and intention to leave 2014 Nurellman, Ismail Sri Ramalu, Subramaniam Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The year of 2020 has come near and Malaysia is in need of highly committed, competitive, productivity and efficient work forces to fulfil its Vision 2020 program. The purpose of this study was to examine the impact of HRM practices toward intention to leave and to investigate the influence of organization commitment as a mediator in the relationship between HRM practices and intention to leave among lecturers in various public universities in northern Malaysia. Internet survey questionnaires were sent using e – mail to 221 respondents working as lecturers in the public universities. Statistical Package software for Social Science (SPSS) Version 19.0 to analyze the data gathered. Pearson’s Correlation analysis was done to examine the relationship between all variable and was found that all HRM practices and organizational commitment have significant negative relationship with intention to leave. Multiple regressions analysis was conducted to test the hypotheses. It was found that not only HRM practices decrease employee’s intention to leave, the results also show that this relationship was partially mediated by organizational commitment. It is also suggested for the future research to include some other HRM practices that was not include in this study to examine its influence toward intention to leave. It is also recommendable to examine these relationships in other settings outside of academic sector 2014 Thesis https://etd.uum.edu.my/5110/ https://etd.uum.edu.my/5110/1/s810135.pdf text eng validuser https://etd.uum.edu.my/5110/2/s810135_abstract.pdf text eng public masters masters Universiti Utara Malaysia Agarwala, T. (2003). Innovative Human Resource Practices and Organizational Commitment: An Empirical Investigation. International Journal of Human Resource Management Vol. 14(2), 175-197. Ahmad, K., & Bakar, R. (2003). The association between training and organizational commitment among white-collar workers in Malaysia. International Journal of Training & Development Vol. 7, 166-185. Ajzen, I., & Fishbein, M. (1980). Understanding Attitudes and Predicting Social Behaviour. Prentice Hall. Allen, N., & Meyer, J. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment. Journal of Occupational Psychology Vol. 63(1), 1-18. 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