Factors that influence employee turnover intention among generation Y in manufacturing industry

Employee turnover intention is the employee considerations of leaving or aiming to look for other employment and resigned from the current position in the organization. The organizations have spent a lot money especially on hiring cost (advertising, selection, interview, hiring firm, and candidate b...

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Main Author:	Fatin Ayuni, Mohamad khair
Format:	Thesis
Language:	eng eng
Published:	2017
Subjects:	HD28-70 Management Industrial Management
Online Access:	https://etd.uum.edu.my/7622/1/s809970_01.pdf https://etd.uum.edu.my/7622/2/s809970_02.pdf
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id	my-uum-etd.7622
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Yahya, Khulida Kirana
topic	HD28-70 Management Industrial Management
spellingShingle	HD28-70 Management Industrial Management Fatin Ayuni, Mohamad khair Factors that influence employee turnover intention among generation Y in manufacturing industry
description	Employee turnover intention is the employee considerations of leaving or aiming to look for other employment and resigned from the current position in the organization. The organizations have spent a lot money especially on hiring cost (advertising, selection, interview, hiring firm, and candidate background check), training and development, and retaining them in the organization. This study is to examine how perceived organization support (POS), employee engagement and supervisory communication being factors that can influence turnover intention. Thus, recommended effective practises in handling the turnover intention issues particularly among Generation Y as organizations are experiencing difficulties in retaining Generation Y employees are discussed. Most of these employees perceived their job as temporary and unreliable since they had seen their parents’ lose jobs because of economic conditions, business growth and reorganizations. The study was conducted on generation Y employees in one of manufacturing company, First Solar (M) Sdn. Bhd. It is one of the manufacturing company in Kulim and 250 respondents have participated and provide feedback in this survey. The result analyzed using Statistical Package for the Social Sciences (SPSS) version 22 indicated significant correlation between perceived organization support, employee engagement and supervisory communication with employee turnover intention among the generation Y. The result showed that employee engagement had the strongest significant relationship with employee turnover intention followed by supervisory communication. Findings of this study may not represent other organization. Recommendations are listed to help organization retain the employee and lower employee intention to leave the organization.
format	Thesis
qualification_name	other
qualification_level	Master's degree
author	Fatin Ayuni, Mohamad khair
author_facet	Fatin Ayuni, Mohamad khair
author_sort	Fatin Ayuni, Mohamad khair
title	Factors that influence employee turnover intention among generation Y in manufacturing industry
title_short	Factors that influence employee turnover intention among generation Y in manufacturing industry
title_full	Factors that influence employee turnover intention among generation Y in manufacturing industry
title_fullStr	Factors that influence employee turnover intention among generation Y in manufacturing industry
title_full_unstemmed	Factors that influence employee turnover intention among generation Y in manufacturing industry
title_sort	factors that influence employee turnover intention among generation y in manufacturing industry
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2017
url	https://etd.uum.edu.my/7622/1/s809970_01.pdf https://etd.uum.edu.my/7622/2/s809970_02.pdf
_version_	1747828243981926400
spelling	my-uum-etd.76222021-05-09T02:45:55Z Factors that influence employee turnover intention among generation Y in manufacturing industry 2017 Fatin Ayuni, Mohamad khair Yahya, Khulida Kirana School of Business Management School of Business Management HD28-70 Management. Industrial Management Employee turnover intention is the employee considerations of leaving or aiming to look for other employment and resigned from the current position in the organization. The organizations have spent a lot money especially on hiring cost (advertising, selection, interview, hiring firm, and candidate background check), training and development, and retaining them in the organization. This study is to examine how perceived organization support (POS), employee engagement and supervisory communication being factors that can influence turnover intention. Thus, recommended effective practises in handling the turnover intention issues particularly among Generation Y as organizations are experiencing difficulties in retaining Generation Y employees are discussed. Most of these employees perceived their job as temporary and unreliable since they had seen their parents’ lose jobs because of economic conditions, business growth and reorganizations. The study was conducted on generation Y employees in one of manufacturing company, First Solar (M) Sdn. Bhd. It is one of the manufacturing company in Kulim and 250 respondents have participated and provide feedback in this survey. The result analyzed using Statistical Package for the Social Sciences (SPSS) version 22 indicated significant correlation between perceived organization support, employee engagement and supervisory communication with employee turnover intention among the generation Y. The result showed that employee engagement had the strongest significant relationship with employee turnover intention followed by supervisory communication. Findings of this study may not represent other organization. Recommendations are listed to help organization retain the employee and lower employee intention to leave the organization. 2017 Thesis https://etd.uum.edu.my/7622/ https://etd.uum.edu.my/7622/1/s809970_01.pdf text eng public https://etd.uum.edu.my/7622/2/s809970_02.pdf text eng public other masters Universiti Utara Malaysia Abeysekera, Ruwan (2007). The Impact of Human Resource Management Practices on Marketing Executive Turnover of Leasing Companies in Sri Lanka, Contemporary Management Research, 3, 233-252. Abu Bakar, H., Mustaffa, C. S, Mohamad, B., (2009)."LMX quality, supervisory communication and team-oriented commitment". Corporate Communications: An International Journal, 14, 11-23. Abid. M, Zahra. N., Ahmed, F., (2015). 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Factors that influence employee turnover intention among generation Y in manufacturing industry

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