The relationship between Human Resource Management (HRM) practices and turnover intention among support staff in Putra Regency Hotel In Kangar, Perlis/ Anis Abdul Sukeri
The purpose of this correlational study was to investigate the relationship between HRM practices and turnover intention adapted from Wen, Huey, Li, Ying, & Kee, (2013). Wen, Huey, Li, Ying, & Kee, (2013) described five elements of HRM practices but only three elements choose to be studied w...
Saved in:
| Main Author: | |
|---|---|
| Format: | Student Project |
| Language: | English |
| Published: |
2017
|
| Subjects: | |
| Online Access: | https://ir.uitm.edu.my/id/eprint/61592/1/61592.pdf https://ir.uitm.edu.my/id/eprint/61592/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | The purpose of this correlational study was to investigate the relationship between HRM practices and turnover intention adapted from Wen, Huey, Li, Ying, & Kee, (2013). Wen, Huey, Li, Ying, & Kee, (2013) described five elements of HRM practices but only three elements choose to be studied which are training, reward and performance appraisal. In general, objectives of this study were to examine the relationship between training, reward, performance appraisal and turnover intention among support staff in Putra Regency Hotel in Kangar, Perlis. Hence, descriptive and correlation analyses were conducted in explaining in this research finding. Apart from that, a simple interview was conducted with one of the employees in Putra Regency Hotel before distribute the questionnaire. On the other hand, the actual study covered 90 support staff as population and only 73 persons of them were chosen as actual respondents for this study by using Krejcie and Morgan (1970) table. Data collection was done by using quantitative method and questionnaires were analyzed by using IBM Science Social (SPSS) version 23.0. The findings showed that there is a high and significant relationship between HRM practices and turnover intention (performance appraisal: r=.668, p<0.05, reward: r=.585, p<0.05, training: r=.520, p<0.05). As a conclusion, this research study helps the other researcher to explore the relationship between HRM practices and turnover intention among support staff and the researcher hoped that, these research finding will be useful and able to provide information in future research. |
|---|