Individual characteristics and their influence on employee retention in the Malaysian tourism industry
The purpose of this study is to examine the effects of individual characteristics; personal values, competencies and role perceptions as personal factors that influence organisational commitment and retention of employees in Malaysia’s tourism industry. This research intends to affirm the impo...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
2016
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| Online Access: | http://psasir.upm.edu.my/id/eprint/66843/1/FEP%202016%2036%20IR.pdf http://psasir.upm.edu.my/id/eprint/66843/ |
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| Summary: | The purpose of this study is to examine the effects of individual characteristics;
personal values, competencies and role perceptions as personal factors that influence
organisational commitment and retention of employees in Malaysia’s tourism
industry. This research intends to affirm the importance and effectiveness of individual
characteristics in improving retention amongst employees in the tourism and
hospitality industry of Malaysia.
As organisational factors were mostly investigated by previous scholars, this is one of
the few research to study individual factors in employees’ retention. This study
extends the body of knowledge of personal values, competencies and role perception
as individual factors of retention as there were limited researches being done in
examining its antecedents. The Social Exchange Theory and the Job Characteristics
Model were applied in supporting the proposed relationships and a total of eight
hypotheses were proposed.
The mixed method is used in analysing the effects of personal values, competencies,
and role perception on organisational commitment and retention. The quantitative
method is used in analyzing the data collected through questionnaire and the
qualitative method is used in analyzing the data collected through two focus group
discussions. The multistage sampling method was applied in the selection of
respondents. For the qualitative data, there were two rounds of focus group discussion
that were organized in June 2014 and February 2015. The first and second rounds of
focus group discussion were participated by both management and operational level
of employees. While for quantitative data, 474 employees from hotels, travel agencies
and restaurants in the Klang Valley, Pahang, Johor and Penang participated in
questionnaire survey. The data screening was carried out to eliminate missing values
and outliers in the data collected. The reliability, multivariate assumption tests, and descriptive data analysis were conducted as well. A multiple regression analysis was
employed to analyse the data and test the hypotheses in this study.
The results of this study show that six out of eight hypotheses were supported. The
findings show that personal values do not have significant relationships with retention
and competencies do not have significant relationships with organisational
commitment. However, personal values, competencies and role perception are found
to be predictors of employees’ retention mediated by employees’ organisational
commitment. The mediator effect of organisational commitment for the relationships
between personal values, competencies and role perception; and retention were found
to be statistically significant. |
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