The effects of human resource practices, supervisor support and empowerment on employee motivation

The effects of human resource practices, supervisor support and empowerment on employee motivation

Employee motivation is the vital contributors to organizational success and continues to sustain the employee morale and employee retention. The main objective of this study is to identify the direct relationship between employee motivation with human resource practices, supervisor support and emplo...

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Main Author: Muhammad Samsul Izzuddin, Said
Format: Thesis
Language:eng
eng
Published: 2015
Subjects:
HD28-70 Management
Industrial Management
Online Access:https://etd.uum.edu.my/5125/1/s815498.pdf
https://etd.uum.edu.my/5125/2/s815498_abstract.pdf
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id my-uum-etd.5125
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Othman, Noraini
topic HD28-70 Management
Industrial Management
spellingShingle HD28-70 Management
Industrial Management
Muhammad Samsul Izzuddin, Said
The effects of human resource practices, supervisor support and empowerment on employee motivation
description Employee motivation is the vital contributors to organizational success and continues to sustain the employee morale and employee retention. The main objective of this study is to identify the direct relationship between employee motivation with human resource practices, supervisor support and employee empowerment. The big of four dimensions of human resources practices are recruitment and hiring, training and development, benefit and compensation, and evaluation. To attain the objective, the quantitative method was used and data were collected through questionnaires among operational staff in the hotel industry in Alor Setar, Kedah. A total of 182 questionnaires were distributed and only 125 questionnaires returned which constituted 68.68% response rate and all returned questionnaire is completed. Thus, all questionnaires (68.68%) were coded for analysis. The results revealed that human resource practices dimension of (recruitment and hiring), (training and development) and supervisor support have a relationship with employee motivation. Recruitment and hiring, recruitment and development and supervisor support is scored highest. It showed this variable is influences employee motivation most compared to others variable. However, a great stresses should to be taken by the organization evaluate employee motivation. This will bring a huge impact to employee to perform greatly and satisfied to remain in the company. Employee motivation to remain also could reduce the company budget to new recruitment and training as last employee skill and knowledge
format Thesis
qualification_name masters
qualification_level Master's degree
author Muhammad Samsul Izzuddin, Said
author_facet Muhammad Samsul Izzuddin, Said
author_sort Muhammad Samsul Izzuddin, Said
title The effects of human resource practices, supervisor support and empowerment on employee motivation
title_short The effects of human resource practices, supervisor support and empowerment on employee motivation
title_full The effects of human resource practices, supervisor support and empowerment on employee motivation
title_fullStr The effects of human resource practices, supervisor support and empowerment on employee motivation
title_full_unstemmed The effects of human resource practices, supervisor support and empowerment on employee motivation
title_sort effects of human resource practices, supervisor support and empowerment on employee motivation
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2015
url https://etd.uum.edu.my/5125/1/s815498.pdf
https://etd.uum.edu.my/5125/2/s815498_abstract.pdf
_version_ 1747827866619346944
spelling my-uum-etd.51252021-04-04T07:56:04Z The effects of human resource practices, supervisor support and empowerment on employee motivation 2015 Muhammad Samsul Izzuddin, Said Othman, Noraini Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD28-70 Management. Industrial Management Employee motivation is the vital contributors to organizational success and continues to sustain the employee morale and employee retention. The main objective of this study is to identify the direct relationship between employee motivation with human resource practices, supervisor support and employee empowerment. The big of four dimensions of human resources practices are recruitment and hiring, training and development, benefit and compensation, and evaluation. To attain the objective, the quantitative method was used and data were collected through questionnaires among operational staff in the hotel industry in Alor Setar, Kedah. A total of 182 questionnaires were distributed and only 125 questionnaires returned which constituted 68.68% response rate and all returned questionnaire is completed. Thus, all questionnaires (68.68%) were coded for analysis. The results revealed that human resource practices dimension of (recruitment and hiring), (training and development) and supervisor support have a relationship with employee motivation. Recruitment and hiring, recruitment and development and supervisor support is scored highest. It showed this variable is influences employee motivation most compared to others variable. However, a great stresses should to be taken by the organization evaluate employee motivation. This will bring a huge impact to employee to perform greatly and satisfied to remain in the company. Employee motivation to remain also could reduce the company budget to new recruitment and training as last employee skill and knowledge 2015 Thesis https://etd.uum.edu.my/5125/ https://etd.uum.edu.my/5125/1/s815498.pdf text eng public https://etd.uum.edu.my/5125/2/s815498_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abdulkarim, S. A.,Musaed, A. f., and Abdulla M.A. (2009). An empirical examination of the effects of self-efficacy, supervisor support and motivation to learn on transfer intention. Management Decision, Vol. 47 Iss 8 pp. 1221- 1244. AlBattat, A.R., Som, A. P. M., and Helalat, A. S. (2014). Higher Dissatisfaction Higher Turnover in the Hospitality Industry. Journal of Academic Research in Business and Social Sciences, Vol. 4, No. 2 pp. 45-47. Al-Khaled. S. A. (2009). The effect of human resource management practices on employee‟s motivation and retention. Pp. 1-11. Andrew, M., Deirdre, M., and Jiaolan, B. (2006). 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