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The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar

The purpose of this study was to examine the relationship between Human Resource Management (HRM) practices and turnover intentions in University Malaysia Sarawak (UNIMAS). This study examines the relationship between training, reward and performance appraisal and turnover intention among support st...

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Main Author: Omar, Puteri Nurul Amira
Format: Student Project
Language:English
Published: 2017
Subjects:
Personnel management. Employment management
Turnover of employees. Labor turnover
Groups and organizations
Online Access:https://ir.uitm.edu.my/id/eprint/66650/1/66650.pdf
https://ir.uitm.edu.my/id/eprint/66650/
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id my.uitm.ir.66650
record_format eprints
spelling my.uitm.ir.666502022-09-20T03:06:21Z https://ir.uitm.edu.my/id/eprint/66650/ The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar Omar, Puteri Nurul Amira Personnel management. Employment management Turnover of employees. Labor turnover Groups and organizations The purpose of this study was to examine the relationship between Human Resource Management (HRM) practices and turnover intentions in University Malaysia Sarawak (UNIMAS). This study examines the relationship between training, reward and performance appraisal and turnover intention among support staff in UNIMAS. To answer this study, 100 questionnaires had been distributed to employees at UNIMAS. While, only 86 respondents in UNIMAS that answer the questionnaires with the response rate 86%. The data were analyzing using Statistical Package Social Science (SPSS) version 2.0. Moreover, the finding shown that there was a positive relationship with (r=.537, p<0.05) between Turnover Intention and Training. There was also a positive relationship between Turnover Intention and Reward with (r=.419, p<0.05). Then,Turnover Intention and Performance Appraisal shows a positive relationship with (r =.473, p<0.05). Furthermore, this study also has been discussed the conclusion based on each research questions and developed recommendations for company, employees and future researchers. 2017 Student Project NonPeerReviewed text en https://ir.uitm.edu.my/id/eprint/66650/1/66650.pdf The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar. (2017) [Student Project] (Unpublished)
institution Universiti Teknologi Mara
building Tun Abdul Razak Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Mara
content_source UiTM Institutional Repository
url_provider http://ir.uitm.edu.my/
language English
topic Personnel management. Employment management
Turnover of employees. Labor turnover
Groups and organizations
spellingShingle Personnel management. Employment management
Turnover of employees. Labor turnover
Groups and organizations
Omar, Puteri Nurul Amira
The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar
description The purpose of this study was to examine the relationship between Human Resource Management (HRM) practices and turnover intentions in University Malaysia Sarawak (UNIMAS). This study examines the relationship between training, reward and performance appraisal and turnover intention among support staff in UNIMAS. To answer this study, 100 questionnaires had been distributed to employees at UNIMAS. While, only 86 respondents in UNIMAS that answer the questionnaires with the response rate 86%. The data were analyzing using Statistical Package Social Science (SPSS) version 2.0. Moreover, the finding shown that there was a positive relationship with (r=.537, p<0.05) between Turnover Intention and Training. There was also a positive relationship between Turnover Intention and Reward with (r=.419, p<0.05). Then,Turnover Intention and Performance Appraisal shows a positive relationship with (r =.473, p<0.05). Furthermore, this study also has been discussed the conclusion based on each research questions and developed recommendations for company, employees and future researchers.
format Student Project
author Omar, Puteri Nurul Amira
author_facet Omar, Puteri Nurul Amira
author_sort Omar, Puteri Nurul Amira
title The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar
title_short The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar
title_full The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar
title_fullStr The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar
title_full_unstemmed The relationship between human resource management (HRM) practices and turnover intention among support staff in Land and Survey Sarawak, Samarahan Division / Puteri Nurul Amira Omar
title_sort relationship between human resource management (hrm) practices and turnover intention among support staff in land and survey sarawak, samarahan division / puteri nurul amira omar
publishDate 2017
url https://ir.uitm.edu.my/id/eprint/66650/1/66650.pdf
https://ir.uitm.edu.my/id/eprint/66650/
_version_ 1744651645406412800
score 13.211869

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