Determinants of employee turnover in manufacturing company

The main objective of this research is to focus on determinants of employee turnover in manufacturing company. Employee turnover is always a major issue being discussed in the manufacturing company in Malaysia therefore the objective of this research is to find out the correlation of employee turno...

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Main Author: Ng, Chee Kean
Format: Thesis
Language:eng
eng
Published: 2015
Subjects:
Online Access:https://etd.uum.edu.my/5520/1/s812378_01.pdf
https://etd.uum.edu.my/5520/2/s812378_02.pdf
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id my-uum-etd.5520
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mohd Zin, Md. Lazim
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Ng, Chee Kean
Determinants of employee turnover in manufacturing company
description The main objective of this research is to focus on determinants of employee turnover in manufacturing company. Employee turnover is always a major issue being discussed in the manufacturing company in Malaysia therefore the objective of this research is to find out the correlation of employee turnover and human resources practices which consist of training and development, compensation and benefit, career development, and supervisor support. The Pearson’s correlation and multiple regression tests were used to identify the relationship between employee turnover and training and development, compensation and benefit, career development and supervisory support. The result of the correlation analysis suggested that training and development, compensation and benefits, career development and supervisory support are correlated to the employee turnover. The multiple regression results indicated that there is a negative relationship between employee turnover and compensation and benefits. However, training and development, career development and supervisory support showed no significant relationship to the employee turnover. Based on the results, some recommendation are proposed and the limitations of the study being discussed. These shall provide opportunity to improve for future research
format Thesis
qualification_name masters
qualification_level Master's degree
author Ng, Chee Kean
author_facet Ng, Chee Kean
author_sort Ng, Chee Kean
title Determinants of employee turnover in manufacturing company
title_short Determinants of employee turnover in manufacturing company
title_full Determinants of employee turnover in manufacturing company
title_fullStr Determinants of employee turnover in manufacturing company
title_full_unstemmed Determinants of employee turnover in manufacturing company
title_sort determinants of employee turnover in manufacturing company
granting_institution Universiti Utara Malaysia
granting_department School of Business Management
publishDate 2015
url https://etd.uum.edu.my/5520/1/s812378_01.pdf
https://etd.uum.edu.my/5520/2/s812378_02.pdf
_version_ 1747827945238429696
spelling my-uum-etd.55202021-04-04T08:06:13Z Determinants of employee turnover in manufacturing company 2015 Ng, Chee Kean Mohd Zin, Md. Lazim School of Business Management College of Business HF5549-5549.5 Personnel Management. Employment The main objective of this research is to focus on determinants of employee turnover in manufacturing company. Employee turnover is always a major issue being discussed in the manufacturing company in Malaysia therefore the objective of this research is to find out the correlation of employee turnover and human resources practices which consist of training and development, compensation and benefit, career development, and supervisor support. The Pearson’s correlation and multiple regression tests were used to identify the relationship between employee turnover and training and development, compensation and benefit, career development and supervisory support. The result of the correlation analysis suggested that training and development, compensation and benefits, career development and supervisory support are correlated to the employee turnover. The multiple regression results indicated that there is a negative relationship between employee turnover and compensation and benefits. However, training and development, career development and supervisory support showed no significant relationship to the employee turnover. Based on the results, some recommendation are proposed and the limitations of the study being discussed. These shall provide opportunity to improve for future research 2015 Thesis https://etd.uum.edu.my/5520/ https://etd.uum.edu.my/5520/1/s812378_01.pdf text eng public https://etd.uum.edu.my/5520/2/s812378_02.pdf text eng public masters masters Universiti Utara Malaysia Abeysekera, R. (2007). 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