The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.

The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.

The purpose of this study is to examine the Human Resource Management (HRM) practices in relation to employees’ intention to quit. Data were collected from 65 executive employees in MMC Oil & Gas Engineering Sdn Bhd and gathered through questionnaire. HRM practices dimensions questionnaire were...

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Main Author: Mohd Yusuf, Idris
Format: Thesis
Language:eng
Published: 2011
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/2812/1/Mohd_Yusuf_Idris.pdf
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id my-uum-etd.2812
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
advisor Daud , Zulkiflee
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Mohd Yusuf, Idris
The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.
description The purpose of this study is to examine the Human Resource Management (HRM) practices in relation to employees’ intention to quit. Data were collected from 65 executive employees in MMC Oil & Gas Engineering Sdn Bhd and gathered through questionnaire. HRM practices dimensions questionnaire were adopted from Cho, Woods & Mayer (2005) and Heneman & Schwab (1985). Meanwhile, the questionnaire for intention to quit dimension was adopted from Kuvas (2006). Correlation analysis was used to examine the relationship between HRM practices and intention to quit. Result shows that training and development, performance appraisal, performance rewards, pay satisfaction, employee relations and internal communication system were negative and significant relationship with intention to quit. At the end of this study, recommendations have been given to the company as well as recommendations for future researchers.
format Thesis
qualification_name masters
qualification_level Master's degree
author Mohd Yusuf, Idris
author_facet Mohd Yusuf, Idris
author_sort Mohd Yusuf, Idris
title The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.
title_short The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.
title_full The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.
title_fullStr The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.
title_full_unstemmed The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd.
title_sort relationship between human resource practices and intention to quit among executive employees at mmc oil & gas engineering sdn. bhd.
granting_institution Universiti Utara Malaysia
granting_department College of Business (COB)
publishDate 2011
url https://etd.uum.edu.my/2812/1/Mohd_Yusuf_Idris.pdf
_version_ 1747827435486838784
spelling my-uum-etd.28122013-07-24T12:18:09Z The Relationship Between Human Resource Practices and Intention to Quit Among Executive Employees at MMC Oil & Gas Engineering Sdn. Bhd. 2011-06 Mohd Yusuf, Idris Daud , Zulkiflee College of Business (COB) College of Business HF5549-5549.5 Personnel Management. Employment The purpose of this study is to examine the Human Resource Management (HRM) practices in relation to employees’ intention to quit. Data were collected from 65 executive employees in MMC Oil & Gas Engineering Sdn Bhd and gathered through questionnaire. HRM practices dimensions questionnaire were adopted from Cho, Woods & Mayer (2005) and Heneman & Schwab (1985). Meanwhile, the questionnaire for intention to quit dimension was adopted from Kuvas (2006). Correlation analysis was used to examine the relationship between HRM practices and intention to quit. Result shows that training and development, performance appraisal, performance rewards, pay satisfaction, employee relations and internal communication system were negative and significant relationship with intention to quit. At the end of this study, recommendations have been given to the company as well as recommendations for future researchers. 2011-06 Thesis https://etd.uum.edu.my/2812/ https://etd.uum.edu.my/2812/1/Mohd_Yusuf_Idris.pdf application/pdf eng validuser masters masters Universiti Utara Malaysia Abbasi, Sami M. & Hollman, K. W. (2000). Turnover: The real bottom line. Public Personnel Management, 29, 333-342. Aguinis, H. (2009). Performance Management. Second Edition. Pearson Prentice Hall. Ajzen, I. & Fishbein, M. (1980). Understanding attitudes and predicting social behaviour. Prentice-Hall, Eaglewood, Califfs, New Jersey. Allen, D.G., Shore, L.M., & Griffeth, R.W. 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