Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)

Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)

The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the...

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Main Author: Ahmad Suhaimi, Alias
Format: Thesis
Language:eng
eng
Published: 2013
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/5171/1/s809112.pdf
https://etd.uum.edu.my/5171/2/s809112_abstract.pdf
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id my-uum-etd.5171
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Ibrahim, Amlus
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Ahmad Suhaimi, Alias
Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)
description The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the way to minimize the turnover or retaliation of employees at Asia Metropolitan University (AMU), formerly known as Masterskill University College of Health Sciences (MUCH). The study also hypothesized that there are significant differences in the ways to curb turnover. Basically the term turnover and retaliation has a significant value on the basis of how business runs. If any company or institution denies the absence of this two occasion, that must be a lie or a fraudulent. These two really go hand-in-hand with each other as it indirectly portrays the check and balance of the ongoing in the organization, between the employees and the employer. The variables that will be analyzed are on staff salary (starting salary, present salary, and expected salary) and staff satisfaction (present job, present organization, top management, immediate supervisor, colleagues, human resource policies and work environment). The result of the job satisfaction and turnover intention generally support the hypothesis. In addition, the result of this study could be used to warrant further more empirical based research in the area of jobs and turnover behavior. This study had highlighted 4 main ideas, recruitment, selection and early socialization, pay, performance and supplementary benefits; leadership and supervision and career planning and development
format Thesis
qualification_name masters
qualification_level Master's degree
author Ahmad Suhaimi, Alias
author_facet Ahmad Suhaimi, Alias
author_sort Ahmad Suhaimi, Alias
title Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)
title_short Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)
title_full Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)
title_fullStr Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)
title_full_unstemmed Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)
title_sort salary and remuneration impact on turnover rate at asian metropolitan university (amu)
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2013
url https://etd.uum.edu.my/5171/1/s809112.pdf
https://etd.uum.edu.my/5171/2/s809112_abstract.pdf
_version_ 1747827876833525760
spelling my-uum-etd.51712022-04-10T02:35:02Z Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU) 2013 Ahmad Suhaimi, Alias Ibrahim, Amlus Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the way to minimize the turnover or retaliation of employees at Asia Metropolitan University (AMU), formerly known as Masterskill University College of Health Sciences (MUCH). The study also hypothesized that there are significant differences in the ways to curb turnover. Basically the term turnover and retaliation has a significant value on the basis of how business runs. If any company or institution denies the absence of this two occasion, that must be a lie or a fraudulent. These two really go hand-in-hand with each other as it indirectly portrays the check and balance of the ongoing in the organization, between the employees and the employer. The variables that will be analyzed are on staff salary (starting salary, present salary, and expected salary) and staff satisfaction (present job, present organization, top management, immediate supervisor, colleagues, human resource policies and work environment). The result of the job satisfaction and turnover intention generally support the hypothesis. In addition, the result of this study could be used to warrant further more empirical based research in the area of jobs and turnover behavior. This study had highlighted 4 main ideas, recruitment, selection and early socialization, pay, performance and supplementary benefits; leadership and supervision and career planning and development 2013 Thesis https://etd.uum.edu.my/5171/ https://etd.uum.edu.my/5171/1/s809112.pdf text eng public https://etd.uum.edu.my/5171/2/s809112_abstract.pdf text eng public masters masters Universiti Utara Malaysia Arvey. R.D. (1979), Fairness in selecting employees. Reading Mass.: Addison-Wesley. Becker,G.S (1964), Human Capital. New York: Columbia University Press. Beile, PM & Adams MM (2000), “Other Duties as Assigned: Emerging Trends in the Academic Library Job Market”, Other Duties as Assigned 337, pp. 336-347. Borman,W.C.(1978), Exploring the upper limits of reliability and validity in job performance ratings. Journal of Applied Psychology 307-11. Cascio, W. 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