The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company
This study was conducted to investigate the influence of pay, career growth and job security toward intention to leave among Gen Y at FM Company, Johor Bahru. This research was conducted due to high turnover rate reported among Gen Y employees in FM Company, Johor Bahru. The main aim of the study wa...
Saved in:
Main Author: | |
---|---|
Format: | Thesis |
Language: | eng eng |
Published: |
2017
|
Subjects: | |
Online Access: | https://etd.uum.edu.my/7302/1/s821059_01.pdf https://etd.uum.edu.my/7302/2/s821059_02.pdf |
Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
id |
my-uum-etd.7302 |
---|---|
record_format |
uketd_dc |
institution |
Universiti Utara Malaysia |
collection |
UUM ETD |
language |
eng eng |
advisor |
Ab Hamid, Kamal |
topic |
HF5549-5549.5 Personnel Management Employment |
spellingShingle |
HF5549-5549.5 Personnel Management Employment Nor Aleyamira, Ahmad Faizol The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company |
description |
This study was conducted to investigate the influence of pay, career growth and job security toward intention to leave among Gen Y at FM Company, Johor Bahru. This research was conducted due to high turnover rate reported among Gen Y employees in FM Company, Johor Bahru. The main aim of the study was to identify the relationship of pay, career growth and job security with intention to leave. This study
was done through quantitative method in which questionnaires were used as a medium to collect data. A total of 100 questionnaires were distributed to respondents, however only 80 questionnaires were usable for further analysis. Data then were analyzed by Statistical Package for Social Science (SPSS) version 22.0 using Reliability Analysis, Correlation Analysis and Multiple Regression. The result showed only pay and career growth was significantly positive with intention to leave while job security was not significantly influence to intention to leave. |
format |
Thesis |
qualification_name |
other |
qualification_level |
Master's degree |
author |
Nor Aleyamira, Ahmad Faizol |
author_facet |
Nor Aleyamira, Ahmad Faizol |
author_sort |
Nor Aleyamira, Ahmad Faizol |
title |
The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company |
title_short |
The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company |
title_full |
The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company |
title_fullStr |
The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company |
title_full_unstemmed |
The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company |
title_sort |
influence of pay, career growth and job security among gen-y toward intention to leave at fm company |
granting_institution |
Universiti Utara Malaysia |
granting_department |
School of Business Management |
publishDate |
2017 |
url |
https://etd.uum.edu.my/7302/1/s821059_01.pdf https://etd.uum.edu.my/7302/2/s821059_02.pdf |
_version_ |
1747828192419250176 |
spelling |
my-uum-etd.73022021-05-10T07:59:40Z The influence of pay, career growth and job security among Gen-Y toward intention to leave at FM company 2017 Nor Aleyamira, Ahmad Faizol Ab Hamid, Kamal School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment This study was conducted to investigate the influence of pay, career growth and job security toward intention to leave among Gen Y at FM Company, Johor Bahru. This research was conducted due to high turnover rate reported among Gen Y employees in FM Company, Johor Bahru. The main aim of the study was to identify the relationship of pay, career growth and job security with intention to leave. This study was done through quantitative method in which questionnaires were used as a medium to collect data. A total of 100 questionnaires were distributed to respondents, however only 80 questionnaires were usable for further analysis. Data then were analyzed by Statistical Package for Social Science (SPSS) version 22.0 using Reliability Analysis, Correlation Analysis and Multiple Regression. The result showed only pay and career growth was significantly positive with intention to leave while job security was not significantly influence to intention to leave. 2017 Thesis https://etd.uum.edu.my/7302/ https://etd.uum.edu.my/7302/1/s821059_01.pdf text eng public https://etd.uum.edu.my/7302/2/s821059_02.pdf text eng public other masters Universiti Utara Malaysia Abiodun, A. J., Omotayo, O., & Osibanjo, O. (2012). Job satisfaction and intention to leave of Nigerian salesmen‟. Journal of Management, 12(2), 107-116. Ab Hamid, K., Shah, S. M., & Rahman, N. I. A. (2016). Mediating Role of Work Engagement between Leadership Styles and Job Performance. International Conference on Business Mangement, 1-10. Aeon Hewitt. (2016). Voluntary Employee Turnover on the Rise. Retrieved from https://apac.aonhewitt.com/home/about/media-room/press-releases/octobernovember-2016. Akpan, C. P. (2013). Job security and job satisfaction as determinants of organizational commitment among university teachers in Cross River State, Nigeria. British Journal of Education, 1(2), 82-93. ALDamoe, F. M. A., Sharif, M. Y., & Ab Hamid, K. (2013). The causal relationship between HRM practices, Affective Commitment, Employee Retention and Organizational Performance. International Business Management, 7(3), 191-197. ALDamoe, F. M., Yazam, M., & Ab Hamid, K. (2013). Human resource management practices on organizational performance in Libya firm. Public Administration Research, 2(1), 29-32. Alshammari, M. A., Al Qaied, B. A., Al-Mawali, H., & Matalqa, M. (2016). What Drives Employee's Involvement and Turnover Intentions: Empirical Investigation of Factors Influencing Employee Involvement and Turnover Intentions?. International Review of Management and Marketing, 6(2), 298-306. Alzayed, M., & Murshid, M. A. (2017). Factors Influencing Employees’ Intention to Leave Current Employment in the Ministry of Information in Kuwait. organization, 10(1), 17-31. Arthur, M. B. (2008). Examining contemporary careers: A call for interdisciplinary inquiry. Human Relations, 61(2), 163-186. Ajzen, I., & Fishbein, M. (1977). Attitude-behavior relations: A theoretical analysis and review of empirical research. Psychological bulletin, 84(5), 888-918. Barford, I. N., & Hester, P. T. (2011). Analysis of Generation Y Workforce Motivation Using Multiattribute Utility Theory. Virginia: A Publication of the Defense Acquisition University. Biswakarma, G. (2016). Organizational Career Growth and Employees Turnover Intentions: an Empirical Evidence from Nepalese Private Commercial Banks. International Academic Journal of Organizational Behavior and Human Resource Management, 3(2), 10-26. Bothma, F. C., & Roodt, G. (2012). Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship. Journal of Industrial Psychology, 38(1), 27-44. Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175. Cahill, T. F., & Sedrak, M. (2012). Leading a multigenerational workforce: strategies for attracting and retaining millennials. Frontiers of Health Services Management, 29(1), 3-15. Campione, W. A. (2015). Corporate Offerings: Why Aren't Millennials Staying?. The Journal of Applied Business and Economics, 17(4), 60-75. Cao, Z., Chen, J., & Song, Y. (2013). Does Total Rewards Reduce the Core Employees’ Turnover Intention?. International Journal of Business and Management, 8(20), 62-75. Cavanagh, S.J., Coffin, D.A. (1992), Staff turnover among hospital nurses. Journal of Advanced Nursing, 17(11), 1369-1376. Cavanaugh, M. A., & Noe, R. A. (1999). Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Behavior, 323-340. Chay, Y. W., & Aryee, S. (1999). Potential moderating influence of career growth opportunities on careerist orientation and work attitudes: Evidence of the protean career era in Singapore. Journal of Organizational Behavior, 20, 613-623. Chen, J. Q., Hou, Z. J., Li, X., Lovelace, K. J., Liu, Y. L., & Wang, Z. L. (2015). The role of career growth in Chinese new employee’s turnover process. Journal of Career Development, 43(1), 11-25. Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of management Review, 11(1), 55-70. Cross, B., & Travaglione, A. (2004). The times they are a-changing: who will stay and who will go in a downsizing organization?. Personnel Review, 33(3), 275-290. Dasgupta, S. (2001). Employment security: conceptual and statistical issues (Vol. 10). Geneva: International Labour Office. Daud, N. (2016). Determinants of Job Satisfaction: How Satisfied are the New Generation Employees in Malaysia?. Procedia-Social and Behavioral Sciences, 219, 208-213. Department of Statistic Malaysia. (2016). Labor Force Survey Report Malaysia, 2016. Retrieved from https://www.dosm.gov.my. Dhanapal, S., Subramaniam, T., & Vashu, D. (2013). Factors affecting job satisfaction among academicians: A comparative study between gender and generations. International Journal of Management Excellence, 2(1), 128-139. Dikko, M. (2016). Establishing construct validity and reliability: Pilot testing of a qualitative interview for research in takaful (Islamic insurance). The Qualitative Report, 21(3), 521. Dulebohn, J. H., Molloy, J. C., Pichler, S. M., & Murray, B. (2009). Employee benefits: Literature review and emerging issues. Human Resource Management Review, 19(2), 86-103. Fah, L. Y., & Hoon, K. C. (2009). Introduction to statistical analysis in social sciences research. Selangor D.E: Venton. Fernando, Y., Mat Saad, N., & Sabri Haron, M. (2012). New marketing definition: a future agenda for low cost carrier airlines in Indonesia. Business Strategy Series, 13(1), 31-40. Gerhart, B. A., Minkoff, H. B., & Olsen, R. N. (1995). Employee compensation: Theory, practice, and evidence. Working Paper Series, 95(4), 1-29. Hair, J.F., Celsi, M.W., Money, A.H., Samuoel, P. & Page, M.J. (2011). Essentials of business methods, 2nd ed. Armonk, New York: M.E. Sharpe Inc. Halaby, C. N. (1986). Worker attachment and workplace authority. American Sociological Review, 634-649. Halawi, A. H. (2014). Stimuli and effect of the intention to leave the organization. European Scientific Journal, 10(10), 184-197. Hassan, R. (2014). Factors influencing turnover intention among technical employees in Information technology organization: A Case of XYZ (M) SDN. BHD. International Journal of Arts and Commerce, 3(9), 120-136. Hassan, N., Mohammad, A., Mohd, F., Rozilah, A. A., & Ali, S. (2015). Religiosity Perceptions and Employee Turnover Intention in Malaysia. International Journal of Social Science and Humanity, 5(1), 120-125. Hayati, D., Charkhabi, M., Kalantari, D., & De Paola, F. (2015). The Effect Of Pay Satisfaction On Turnover Intention: Mediating Role Of Job Satisfaction And Organizational Commitment. Journal of International Management Studies, 15(2), 73-84. Hellman, C. M. (1997). Job Satisfaction and Intent to Leave. The Journal of Social Psychology, 137(6), 677-689. Heneman III, H. G., & Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International journal of Psychology, 20(2), 129-141. Hom, P. W., & Griffeth, R. W. (1991). Structural equations modeling test of a turnover theory: Cross-sectional and longitudinal analyses. Journal of applied psychology, 76(3), 350-366. Husain, M. S. W., Siddique, M. A., Ali, M. A. A., Ali, M. M. R., & Akbar, M. M. (2015). Causes of Employee Turnover Intention: A Study on Banking Industry of Pakistan. International Interdisciplinary Journal of Scholarly Research, 1(2), 6-19. Jans, N. A. (1989). Organizational commitment, career factors and career/life stage. Journal of Organizational Behavior, 10(3), 247-266. Jefri, N. A. M., & Daud, N. Exploring Employee Retention among Gen Y in Oil and Gas Industry in Malaysia. Exploring Employee Retention among Gen Y in Oil and Gas Industry in Malaysia. International Academic Research Journal of Business and Technology, 2(2), 152-156. Jimenez, P., Milfelner, B., ZiZek, S. S., & Dunkl, A. (2017). Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers. Our economy, 63(1), 27-37. Joarder, M. H. R., Subhan, M., Ghani, A. B. A., & Islam, R. (2015). Pay, security, support and intention to quit relationship among academics in developing economy. Investment Management and Financial Innovations, 12(3), 190-199. Jun, M., Cai, S., & Shin, H. (2006). TQM practice in maquiladora: Antecedents of employee satisfaction and loyalty. Journal of operations management, 24(6), 791-812. Karavardar, G. (2014). Organizational career growth and turnover intention: an application in audit firms in Turkey. International Business Research, 7(9), 67-76. Kelloway, E. K., Gottlieb, B. H., & Barham, L. (1999). The source, nature, and direction of work and family conflict: a longitudinal investigation. Journal of occupational health psychology, 4(4), 337-346. Khalid, S. A., Nor, M. N. M., Ismail, M., & Razali, M. F. M. (2013). Organizational citizenship and generation Y turnover intention. International Journal of Academic Research in Economics and Management Sciences, 2(4), 132-141. Khan, S. A. (2013). The factors affecting employee turnover in an organization: The case of Overseas Pakistanis foundation. African Journal of Business Management, 8(1), 25-34. Kim, S. W., Price, J. L., Mueller, C. W., & Watson, T. W. (1996). The determinants of career intent among physicians at a US Air Force hospital. Human relations, 49(7), 947-976. Kraimer, M. L., Wayne, S. J., Liden, R. C., & Sparrowe, R. T. (2005). The role of job security in understanding the relationship between employees' perceptions of temporary workers and employees' performance. Journal of Applied Psychology, 90(2), 389-398. Long, C. S., Azami, A., Kowang, T. O., & Fei, G. C. (2016). An Analysis on the Relationship between Work Family Conflict and Turnover Intention: A Case Study in a Manufacturing Company in Malaysia. International Business Management, 10(3), 176-182. Lucky, E. O. I., Minai, M. S., & Rahman, H. A. (2013). Impact of job security on the organizational performance in a multiethnic environment. Research journal of business management, 7(1), 64-70. Ma, B., Liu, S., Liu, D., & Wang, H. (2016). Job security and work performance in Chinese employees: The mediating role of organisational identification. International Journal of Psychology, 51(2), 123-129. McCoy, D., Bennett, S., Witter, S., Pond, B., Baker, B., Gow, J., & McPake, B. (2008). Salaries and incomes of health workers in sub-Saharan Africa. The Lancet, 371,675-681. McKnight, D. H., Phillips, B., & Hardgrave, B. C. (2009). Which reduces IT turnover intention the most: Workplace characteristics or job characteristics?. Information & Management, 46(3), 167-174. Meyer, J. P., & Smith, C. A. (2000). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), 319-331. Milkovich, G. T., Newman, J. M., & Gerhart, B. A. (2014). Compensation. New York, N.Y: Mcgraw-Hill/Irwin. Mueller, C. W., Finley, A., Iverson, R. D., & Price, J. L. (1999). The effects of group racial composition on job satisfaction, organizational commitment, and career commitment: The case of teachers. Work and Occupations, 26(2), 187-219. Murphy, K. S., & Williams, J. A. (2005). The impact of compensation on the turnover intentions of Outback Steakhouse managers. Journal of Foodservice Business Research, 7(1), 63-80. Mxenge, S. V., Dywili, M., & Bazana, S. (2014). Organisational Stress and Employees’ Intention To Quit Amongst Administrative Personnel At The University of Fort Hare, Eastern Cape, South Africa. International Journal, 4(5), 13-29. Nawaz, M., & Pangil, F. (2016). The relationship between human resource development factors, career growth and turnover intention: The mediating role of organizational commitment. Management Science Letters, 6(2), 157-176. Nor, M. N. M., Nor, A. N. M., Ahmad, Z., Khalid, S. A., & Ibrahim, I. I. (2017). Factors Affecting Turnover Intention Among Gen Y in Hotel Industry. Jurnal Intelek, 12(1), 1-5. Nyamubarwa, W. (2013). “I am considering leaving soon”–Turnover Intentions of Academic Librarians in Zimbabwe. Journal of Business Administration and Education, 4(1), 76-90. Oginni, B. O., Afolabi, G., & Erigbe, P. (2013). The place of job stress in labour turnover of the banking sector in the Nigerian Economy. International Journal of Business and Management Invention, 2(1), 93-99. Omotayu, A. O., Esther, O. A., & Ibiyinka, O. I. (2014). Career Development as a Determinant of Organizational Growth: Modelling the Relationship between these Constructs in the Nigerian Banking Industry. American International Journal of Social Sciences, 3(7), 67-76. Ongori, H. (2007). A review of the literature on employee turnover. Journal of Business Management, 49-54. Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of management journal, 24(3), 543-565. Priyanka, M., & Dubey, S. K. (2017). Employees’ Turnover Intention in Indian Retail Industry-An Exploratory Study. Business Perspectives, 16(1), 8-20. Rizqi, A. N., & Ridwan. S. (2015). The Effects of Pay satisfaction and Effective Commitment on Turnover intention. International Journal of Research Studies and Psychology, 4(2), 57-50. Rusdi, M., Hubeis, A. V., Affandi, M. J.,& Dharmawan, A. H. (2015). Employee Turnover Intentions in Indonesian Banking. International Journal of Information Technology and Business Management, 38(1), 31-36. Queiri, A., Yusoff, W. F. W., & Dwaikat, N. (2015). Explaining Generation-Y Employees’ Turnover in Malaysian Context. Asian Social Science, 11(10), 126-138. Queiri, A., & Dwaikat, N. (2016). Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector. Journal of Sustainable Development, 9(2), 78-92. Qureshi, M. A., & Ab Hamid, K. (2017). Impact of Esprit De Corps on Job Satisfation: A Moderating Role of Fairness Perception. The International Journal of Business and Management, 5(2), 237-240. Qureshi, M. A., & bin Ab Hamid, K. (2017). Impact of Supervisor Support on Job Satisfaction: A Moderating role of Fairness Perception. International Journal of Academic Research in Business and Social Sciences, 7(3), 235-242. Radzi, S. M., Ramley, S. Z. A., Salehuddin, M., & Othman, Z. (2009). An empirical assessment of hotel departmental managers turnover intentions: The impact of organizational justice. International Journal of Business and Management, 4(8), 173-183. Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: theory validation. European journal of training and development, 37(6), 564-579. Rathakrishnan, T., Inim, N. S., & Kok, T. K. (2016). Turnover Intentions of Lecturers in Private Universities in Malaysia. Pertanika Journal of Social Sciences & Humanities, 24, 129-146. Rizwan, M., Arshad, M. Q., Munir, H. M. A., Iqbal, F., & Hussain, A. (2014). Determinants of Employees intention to leave: A Study from Pakistan. International Journal of Human Resource Studies, 4(3), 1-18. Ryan, T. D., & Sagas, M. (2009). Relationships between pay satisfaction, work‐family conflict, and coaching turnover intentions. Team Performance Management: An International Journal, 15 (3/4), 128-140. Sandhya, K., & Kumar, D. P. (2011). Employee retention by motivation. Indian Journal of science and technology, 4(12), 1778-1782. Sekaran, U. and Bougie, R. (2013) Research Methods for Business: A Skill-Building Approach. 6th Edition, Wiley, New York. Shields, M. A., & Ward, M. (2001). Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit. Journal of health economics, 20(5), 677-701. Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Industrial relations, 65(3), 470-490. Stojanova, H., Tomsik, P., Blaskova, V., & Tesarova, E. (2015). Specification and Characteristic Of Generation Y In The Sphere Of Work Attitude. Management and Organization, 2(1), 565-581. Teijlingen, V. E., & Hundley, V. (2002). The importance of pilot studies. Nursing standard, 16(40), 33-36. Tsai, Y. H., Huang, N., Chien, L. Y., Chiang, J. H., & Chiou, S. T. (2016). Work hours and turnover intention among hospital physicians in Taiwan: does income matter? BMC health services research, 16(1), 1-8. Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201-210. Uluma, B. N. (2015). Towards A Better Understanding of Generation-Y Employees At The Workplace for Organizational Cohesion and Success. International Journal of Innovation and Science Research, 13(1), 323-329. Uzondu, C. N., Nwonyi, S. K., & Ezema, O. P. (2015). The relationship between job stress, perceived organizational politics and turnover intention. International Journal of Development Research, 5(2), 3240-3245. Wang, H., Ma, B., Liu, X., & Liu, S. (2014). Job security and work outcomes in China: Perceived organizational support as mediator. Social Behavior and Personality, 42(7), 1069-1076. Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111. Wee, T. C. (2013). Talent Retention: The Pressures in Malaysia SMEs. American Journal of Economics, 3(5), 35-40. Weng, Q. X., & Hu, B. (2009). The structure of career growth and its impact on employees' turnover intention. Industrial Engineering and Management, 14(1), 14–21. Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256-265. Williams, M. L., McDaniel, M. A., & Nguyen, N. T. (2006). A meta-analysis of the antecedents and consequences of pay level satisfaction. Journal of Applied Psychology, 91(2), 392-413. Yang, Y., Liu, Y. H., Liu, J. Y., & Zhang, H. F. (2015). The impact of work support and organizational career growth on nurse turnover intention in China. International Journal of Nursing Sciences, 2(2), 134-139. Yasmin, K., & Marzuki, N. A. (2015). Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan. International Journal of Learning and Development, 5(4), 89-102. Yousef, D. A. (1998). Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment. International Journal of Manpower, 19(3), 184-194. Yusoff, W. W., Queiri, A., Zakaria, S., & Hisham, R. (2013). Generation-Y turnover intention in business process outsourcing sector. Kota Kinabalu, ICMEF, 429-239. Zeytinoglu, I. U., Keser, A., Yılmaz, G., Inelmen, K., Özsoy, A., & Uygur, D. (2012). Security in a sea of insecurity: job security and intention to stay among service sector employees in Turkey. The International Journal of Human Resource Management, 23(13), 2809-2823. Zulbahari, N. H., & Alias, R. (2014). Malaysia’s trend of employment turnover: Study on Generation Y. Journal of Modern Marketing Research, 3(1), 1-13. |