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Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator

In order to identify the factors that lead to an increasing employees' turnover rate in the Malaysian Financial Service Industry, the researcher had conducted a study in investigating the relationship between Human Resource (HR) practices and turnover intention among the frontline employees in...

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Main Author: Ting, Hilda Yi Sing
Format: Thesis
Language:English
Published: 2014
Subjects:
HG Finance
Online Access:https://eprints.ums.edu.my/id/eprint/17919/1/Relationship%20between%20human%20resource%20.pdf
https://eprints.ums.edu.my/id/eprint/17919/
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spelling my.ums.eprints.179192017-12-28T22:42:15Z https://eprints.ums.edu.my/id/eprint/17919/ Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator Ting, Hilda Yi Sing HG Finance In order to identify the factors that lead to an increasing employees' turnover rate in the Malaysian Financial Service Industry, the researcher had conducted a study in investigating the relationship between Human Resource (HR) practices and turnover intention among the frontline employees in the commercial banks within the capital cities of Borneo region. As well as implied work opportunities as the moderating variable on the relationship between HR practices (compensation, job advancement and supervisory support) and turnover intention. The empirical results revealed that compensation and job advancement were found insignificant towards turnover intention. Whereas, supervisory support was the only variable found to have a direct negative and significant relationship towards turnover intention. Interestingly, the results also indicated that demography factors (gender, age and educational background) were insignificant towards turnover intention even after the moderating effect was tested on this relationship. Conversely, when the moderating effect of work opportunities were examined on the relationship between HR practices and turnover intention, all the three variables (compensation, job advancement and supervisory support) marked significant relationships. In short, work opportunities could moderate the relationship between HR practices and turnover intention. 2014 Thesis NonPeerReviewed text en https://eprints.ums.edu.my/id/eprint/17919/1/Relationship%20between%20human%20resource%20.pdf Ting, Hilda Yi Sing (2014) Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator. Masters thesis, Universiti Malaysia Sabah.
institution Universiti Malaysia Sabah
building UMS Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Malaysia Sabah
content_source UMS Institutional Repository
url_provider http://eprints.ums.edu.my/
language English
topic HG Finance
spellingShingle HG Finance
Ting, Hilda Yi Sing
Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator
description In order to identify the factors that lead to an increasing employees' turnover rate in the Malaysian Financial Service Industry, the researcher had conducted a study in investigating the relationship between Human Resource (HR) practices and turnover intention among the frontline employees in the commercial banks within the capital cities of Borneo region. As well as implied work opportunities as the moderating variable on the relationship between HR practices (compensation, job advancement and supervisory support) and turnover intention. The empirical results revealed that compensation and job advancement were found insignificant towards turnover intention. Whereas, supervisory support was the only variable found to have a direct negative and significant relationship towards turnover intention. Interestingly, the results also indicated that demography factors (gender, age and educational background) were insignificant towards turnover intention even after the moderating effect was tested on this relationship. Conversely, when the moderating effect of work opportunities were examined on the relationship between HR practices and turnover intention, all the three variables (compensation, job advancement and supervisory support) marked significant relationships. In short, work opportunities could moderate the relationship between HR practices and turnover intention.
format Thesis
author Ting, Hilda Yi Sing
author_facet Ting, Hilda Yi Sing
author_sort Ting, Hilda Yi Sing
title Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator
title_short Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator
title_full Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator
title_fullStr Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator
title_full_unstemmed Relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of Borneo region: work opportunities as a moderator
title_sort relationship between human resource practices and employee turnover intention in the financial service industry within the capital cities of borneo region: work opportunities as a moderator
publishDate 2014
url https://eprints.ums.edu.my/id/eprint/17919/1/Relationship%20between%20human%20resource%20.pdf
https://eprints.ums.edu.my/id/eprint/17919/
_version_ 1760229377585446912
score 13.211869

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