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Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation

The volume of literature on the causes of employee turnover continues to grow. In spite of this, attempts to distinguish between the causes of voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. The two phenomena s...

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Main Authors: Bawa, Muhammad Aminu, Muhammad Jantan, Muhammad Jantan
Format: Article
Language:English
Published: Asian Academy of Management (AAM) 2005
Subjects:
HD28-70 Management. Industrial Management
Online Access:http://eprints.usm.my/35848/1/AAMJ_10-2-4.pdf
http://eprints.usm.my/35848/
http://web.usm.my/aamj/10.2.2005/AAMJ%2010-2-4.pdf
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spelling my.usm.eprints.35848 http://eprints.usm.my/35848/ Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation Bawa, Muhammad Aminu Muhammad Jantan, Muhammad Jantan HD28-70 Management. Industrial Management The volume of literature on the causes of employee turnover continues to grow. In spite of this, attempts to distinguish between the causes of voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. The two phenomena seem to be influenced by a different set of factors. There are clear-cut theoretical and empirical reasons for this assertion. The objective of this paper is to investigate the relationship between human resource (HR) practices and employee turnover in Malaysia where companies are generally experiencing labour shortage and labour turnover. Using data collected from a census of managers, the study utilized Analysis of Variance (ANOVA) and simple regression and tested hypotheses developed to investigate the relationship between HR practices and employee voluntary and involuntary turnover. The results show that (1) staffing process and employee monitoring were effective in reducing involuntary turnover, and (2) none of the HR practices were effective in reducing voluntary turnover. In other words, workers continue to leave or quit irrespective of the type of HR practices implemented. The paper concludes that economic factors such as availability of alternative jobs are most likely relevant in explaining the turnover process. Based on these findings, various strategies were suggested which have wider managerial and policy implications for the management of turnover in similar settings. Asian Academy of Management (AAM) 2005 Article PeerReviewed application/pdf en http://eprints.usm.my/35848/1/AAMJ_10-2-4.pdf Bawa, Muhammad Aminu and Muhammad Jantan, Muhammad Jantan (2005) Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation. Asian Academy of Management Journal (AAMJ), 10 (2). pp. 1-12. ISSN 1394-2603 http://web.usm.my/aamj/10.2.2005/AAMJ%2010-2-4.pdf
institution Universiti Sains Malaysia
building Hamzah Sendut Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Sains Malaysia
content_source USM Institutional Repository
url_provider http://eprints.usm.my/
language English
topic HD28-70 Management. Industrial Management
spellingShingle HD28-70 Management. Industrial Management
Bawa, Muhammad Aminu
Muhammad Jantan, Muhammad Jantan
Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation
description The volume of literature on the causes of employee turnover continues to grow. In spite of this, attempts to distinguish between the causes of voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. The two phenomena seem to be influenced by a different set of factors. There are clear-cut theoretical and empirical reasons for this assertion. The objective of this paper is to investigate the relationship between human resource (HR) practices and employee turnover in Malaysia where companies are generally experiencing labour shortage and labour turnover. Using data collected from a census of managers, the study utilized Analysis of Variance (ANOVA) and simple regression and tested hypotheses developed to investigate the relationship between HR practices and employee voluntary and involuntary turnover. The results show that (1) staffing process and employee monitoring were effective in reducing involuntary turnover, and (2) none of the HR practices were effective in reducing voluntary turnover. In other words, workers continue to leave or quit irrespective of the type of HR practices implemented. The paper concludes that economic factors such as availability of alternative jobs are most likely relevant in explaining the turnover process. Based on these findings, various strategies were suggested which have wider managerial and policy implications for the management of turnover in similar settings.
format Article
author Bawa, Muhammad Aminu
Muhammad Jantan, Muhammad Jantan
author_facet Bawa, Muhammad Aminu
Muhammad Jantan, Muhammad Jantan
author_sort Bawa, Muhammad Aminu
title Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation
title_short Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation
title_full Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation
title_fullStr Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation
title_full_unstemmed Human Resource Practices As Determinants Of Employee Turnover: An Empirical Investigation
title_sort human resource practices as determinants of employee turnover: an empirical investigation
publisher Asian Academy of Management (AAM)
publishDate 2005
url http://eprints.usm.my/35848/1/AAMJ_10-2-4.pdf
http://eprints.usm.my/35848/
http://web.usm.my/aamj/10.2.2005/AAMJ%2010-2-4.pdf
_version_ 1643708614523748352
score 13.211869

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