Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan

This study is try to examine the relationship between demographic and factor related to work with intention to leave among non-managerial clerical staff in banking sector. Researcher able to collect all the questionnaires from the respondent. Interview and electronic email also being use to get all...

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Main Author:	Jati Kasuma, Haji Ali
Format:	Thesis
Language:	eng eng
Published:	1999
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/573/1/JATI_KASUMA_HAJI_ALI_-_Analisis_faktor_demografi_dan_faktor_berkaitan_kerja_dalam_kecenderungan_meletak_jawatan.pdf https://etd.uum.edu.my/573/2/1.JATI_KASUMA_HAJI_ALI_-_Analisis_faktor_demografi_dan_faktor_berkaitan_kerja_dalam_kecenderungan_meletak_jawatan.pdf
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id	my-uum-etd.573
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Jati Kasuma, Haji Ali Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan
description	This study is try to examine the relationship between demographic and factor related to work with intention to leave among non-managerial clerical staff in banking sector. Researcher able to collect all the questionnaires from the respondent. Interview and electronic email also being use to get all the data. By using inferential method, results shows that nine of hypothesis made are significant and only demographic factor i.e marital status are not significant. Among nine of the independent variables, only three that is job pressure, income and management style are found to be more statistically significant.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Jati Kasuma, Haji Ali
author_facet	Jati Kasuma, Haji Ali
author_sort	Jati Kasuma, Haji Ali
title	Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan
title_short	Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan
title_full	Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan
title_fullStr	Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan
title_full_unstemmed	Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan
title_sort	analisis faktor demografi dan faktor berkaitan kerja dalam kecenderungan meletak jawatan
granting_institution	Universiti Utara Malaysia
granting_department	Sekolah Siswazah
publishDate	1999
url	https://etd.uum.edu.my/573/1/JATI_KASUMA_HAJI_ALI_-_Analisis_faktor_demografi_dan_faktor_berkaitan_kerja_dalam_kecenderungan_meletak_jawatan.pdf https://etd.uum.edu.my/573/2/1.JATI_KASUMA_HAJI_ALI_-_Analisis_faktor_demografi_dan_faktor_berkaitan_kerja_dalam_kecenderungan_meletak_jawatan.pdf
_version_	1747826946896560128
spelling	my-uum-etd.5732013-07-24T12:07:55Z Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan 1999-05-06 Jati Kasuma, Haji Ali Sekolah Siswazah Graduate School HF5549-5549.5 Personnel Management. Employment This study is try to examine the relationship between demographic and factor related to work with intention to leave among non-managerial clerical staff in banking sector. Researcher able to collect all the questionnaires from the respondent. Interview and electronic email also being use to get all the data. By using inferential method, results shows that nine of hypothesis made are significant and only demographic factor i.e marital status are not significant. Among nine of the independent variables, only three that is job pressure, income and management style are found to be more statistically significant. 1999-05 Thesis https://etd.uum.edu.my/573/ https://etd.uum.edu.my/573/1/JATI_KASUMA_HAJI_ALI_-_Analisis_faktor_demografi_dan_faktor_berkaitan_kerja_dalam_kecenderungan_meletak_jawatan.pdf application/pdf eng validuser https://etd.uum.edu.my/573/2/1.JATI_KASUMA_HAJI_ALI_-_Analisis_faktor_demografi_dan_faktor_berkaitan_kerja_dalam_kecenderungan_meletak_jawatan.pdf application/pdf eng public masters masters Universiti Utara Malaysia Abelson, M .A ( 1987). Examination of Avoidable and Unavoidable Turnover. Journal of Applied Pyscholow. Vol. 27. No.3. Hal 382 - 386. Alma E.C, James & peter L.Wright (1991) Occupational Stress in the Ambulance Service. Journal of Managerial Psychology.6(3),. 13-22. Bucklow,M., (1963). Labour Turnover. A Ressessment Journal of Industrial Retention. 5. Hal 29-37. Campion, M.A (1991). 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British Journal of Industrial Relationship. 2. Hal 398-417. .......(1993), Overview of Human Resource shortage in the Banking Industry. Hal 10-13. Pettman,B.O (1975). Labour Turnover and Retention. Grower Press. London. Pilch. M, (1973). Labour Turnover and Pension Planing, Mcorgate and Wall Street. Hal 64-77. Poidevin, B.L. (1956). A study of factors influencing labour turnover. Personnel Practice Bulletin, 12. Hal 11-18. Porters & Steers (1973). Organizational, Work and Personal factors in Employee Turnover and Absenteeism. Psychological Bulletin. Vol. 88 Hal 151 - 178. Prestholdt. P.H, Lane,I.M & Mathews, R.C (1987). Nurse Turnover as reasoned acion: Development of a process model. Journal of Applied Psychology. Vol. 72. No.2. Hal 221-227. Price,J.C (1975). A Theory of turnover. In Pettman, B.O., (1975) Labour Turnover and Retention. A Grower Press special study, Britain. Hal 51 - 75. Price,J.C (1977). The Study of Turnover. Ames, Iowa : Iowa State University Press. Robinson, D.D (1972). Prediction of clerical turnover in Banks by means of a weighted Application Blank. Journal of Applied Psychology. 56 Hal 282. Roger Bennett (1994). Organizational Behaviour (2nd Ed.) London: Pitman Publishing. Ronan,W.W (1967). A Study of some concepts concerning labour turnover. Occupational Psychology, 4: Hal 193- 202. Russell, P.Hone (1994). Your management skills with coaching Techniques, Telemarketing Magazine. Sager, J. K, Futrell, C.M & ragen Varadarajan (1989). Exploring sales person Turnover: A Cause model, Journal of Business Research. Hal 303-326. Schallenberg Kathryn (1996). Taking it or leaving it: Instability and turnover in a high-tech firm. Work and Occupation Journal. Vol.23 No.22. Shott, G.L. Albright, L.E & Glennon,J.R., (1963). Predicting Turnover in on Automated office situation. Personnel Pyschology, 16. Hal 352-355. Smith, P.Kendall & Hullin (1969). The Measurement of satisfaction in work and Retirement. A Strategy for the study of Attitudes. Rand McNolly, Chicago. Stephen Robbins (1993), Organizational Behaviour . (6th ed.) New York: Prentice Hall Publishing. Williams, A: Livy, B: Silverstone, R: & Adams, P., (1979). Factors Associated with labour turnover among Ancillary staff in two hospitals. Journal of Occupational Psychology. 1979, 52. Hal 1-16. Williams, L.T & Hazer (1986). Antecedent and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychology. Vol. 71. No.2. Hal 219-231.

Analisis Faktor Demografi dan Faktor Berkaitan Kerja dalam Kecenderungan Meletak Jawatan

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