Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia

Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia

This study investigates the relationship between perceived leadership styles and employee retention among employees in the telecommunication company in Malaysia. To achieve this objective, four determinant of transformational leadership style: individual consideration ,intellectual stimulation, ins...

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Main Author: Noor Aziah, Abu Bakar
Format: Thesis
Language:eng
eng
Published: 2013
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/5198/1/s804315.pdf
https://etd.uum.edu.my/5198/2/s804315_abstract.pdf
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id my-uum-etd.5198
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Abu Bakar, Azizi
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Noor Aziah, Abu Bakar
Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia
description This study investigates the relationship between perceived leadership styles and employee retention among employees in the telecommunication company in Malaysia. To achieve this objective, four determinant of transformational leadership style: individual consideration ,intellectual stimulation, inspirational motivation and idealized influence and seven determinants of employees retention : compensation, job characteristics, opportunities or training and development, supervisor support, career opportunities and work-life balance. A census strategy will be employed to collect information through the conducted survey since the target population is limited to 220 respondents (n=220) distributed within several branches in the telecommunication company. Their perceptive were translated into reports based only on transformational leadership styles. Based on the regression analysis, it is clearly seen that only one determinant; idealized influence that does not has significant relationship towards employees retention whereas all three other determinants; individual consideration, intellectual stimulation and inspirational motivation does has significant relationship with employees retention
format Thesis
qualification_name masters
qualification_level Master's degree
author Noor Aziah, Abu Bakar
author_facet Noor Aziah, Abu Bakar
author_sort Noor Aziah, Abu Bakar
title Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia
title_short Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia
title_full Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia
title_fullStr Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia
title_full_unstemmed Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia
title_sort exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in malaysia
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2013
url https://etd.uum.edu.my/5198/1/s804315.pdf
https://etd.uum.edu.my/5198/2/s804315_abstract.pdf
_version_ 1776103672737955840
spelling my-uum-etd.51982023-01-26T03:42:36Z Exploring the relationship between perceived transformational leadership styles & employee retention in a telecommunication company in Malaysia 2013 Noor Aziah, Abu Bakar Abu Bakar, Azizi Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment This study investigates the relationship between perceived leadership styles and employee retention among employees in the telecommunication company in Malaysia. To achieve this objective, four determinant of transformational leadership style: individual consideration ,intellectual stimulation, inspirational motivation and idealized influence and seven determinants of employees retention : compensation, job characteristics, opportunities or training and development, supervisor support, career opportunities and work-life balance. A census strategy will be employed to collect information through the conducted survey since the target population is limited to 220 respondents (n=220) distributed within several branches in the telecommunication company. Their perceptive were translated into reports based only on transformational leadership styles. Based on the regression analysis, it is clearly seen that only one determinant; idealized influence that does not has significant relationship towards employees retention whereas all three other determinants; individual consideration, intellectual stimulation and inspirational motivation does has significant relationship with employees retention 2013 Thesis https://etd.uum.edu.my/5198/ https://etd.uum.edu.my/5198/1/s804315.pdf text eng public https://etd.uum.edu.my/5198/2/s804315_abstract.pdf text eng public masters masters Universiti Utara Malaysia Alnaqbi W. (2011). 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Meyer, J. and Allen, N. (1997). Commitment in the Workplace: Theory, Research, and Application. Sage Publications. Maurer, T. J. & Lippstreu, M. (2008). Self-initiated development of leadership capabilities: Toward establishing the validity of key motivational constructs and assessment tools (Special Report 66). Arlington, VA: U.S. Army Research Institute for the Behavioral and Social Sciences. Morrow, P. C. (2011). Managing organizational commitment: Insights from longitudinal research. Journal of Vocational Behavior, 79, 18–35. Rolf van Dick, O. Christ, J. Stellmacher , U. Wagner, O. Ahlswede (2004) Should I stay or should I go? Expalining Turnover Intentions With Organizational Identification and Job satisfaction. Journal of Management Development, Vol. 15, 351-360. Obiwuru T. C. Okwu, A. T., Akpa V. O. Nwankwere I. A., Effects Of Leadership Style On Organizational Performance: A Survey Of Selected Small Scale Enterprises In Ikosi-Ketu Council Development Area Of Lagos State, Nigeria. Australian Journal of Business and Management Research Vol.1 No.7 [100-111] | October-2011. Spector, P. (2008). Industrial and Organisational Behaviour (5th edition). New Jersey: John Wiley & Sons. Watson T. (2012). Global Workforce Study 2012. Retrieved from http://www.towerswatson.com/research/7177 08/11/2012 http://www.kellyservices.com.my/MY/ Resource-Centre/Malaysian-employees-restless-andconsidering-job-change/, 08/11/2012. Yuki, G. (1998). Leadership in Organization, 4th ed. Upper Saddle River, N.J.: Prentice Hall.

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