It is widely agreed that the impact of human resource management (HRM) practices can create comparative advantage for the organizational performance when organizational commitment matters. On the contrary, turnover has become a trend and it is at rise in the current working environment. The main intention of this study is to demonstrate a relationship between HRM practices and organizational commitment and its impact on turnover intention. Data of 75 employees from several different industries were collected throughout Klang Valley in Malaysia. The outcome reflects a correlation among Performance Appraisal and Training and Development (HRM practices) with organizational commitment which in turn contributed an inverse relationship with employee turnover intention. The greater commitment developed among employees will improve the organizational effectiveness through maintained skilled and experienced employees thus reducing turnover intentions. Therefore, this study dedicates to the knowledge on the impact of HRM practices on organizational commitment and turnover intention. The data results can serve as a reference or guideline when conducting relevant studies in the future.
As frontier personnel engage a significant responsibility in issues concerning tourism and hospitality diligence, it is vital to analyze employee performance from several perceptions. The objective of this current research is to analyze whether dimension of organization culture will affect the frontline employees' performance in Hotel industry. The importance and contribution of this study is to provide researchers better understanding of factors that affect employee's performance in Hotel industry. There are around 998 frontline employees who work in hotels along Gurney Drive area in Penang, based on the report given by the hotels Human Resource Department. 450 questionnaires are spread out and 278 questionnaires used to analyze the data. The results support that, the organization culture will affect the frontline employee performance and that are consistent with the previous explanation. Future research needs to incorporate other variables that can affect the employees' performance.
Employee retention is an issue facing most of corporate leaders due to high turnover rate. Many researchers have found that retaining employees is a significant challenge for organization as different employees are motivated by different retention strategies. A good human resource management practices would be one of the retention strategies. Human resource practices are also proposed as one of the most potent factors determining the nature and state of the psychological contract and leader member exchange. The purpose of this study is to form a conceptual model and seeking the literature review of relationship for Human Resource Management Practices, Leader member exchange, Psychological contract Fulfillment, Trade Union and Employee Retention Behaviour for the proposed model. This current study identified a gap exist such that it merits to conduct further studies on the mediating effect of leader member exchange between human resource management practice's towards psychological contract fulfillment and the moderating effect of trade Union on leader member exchange. The findings of this current research will contribute to leader member exchange theory as well as to social exchange theory.
Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.
This study investigates staff turnover in a manufacturing industry in Malaysia. Manufacturing is semi-capital intensive industry. Manufacturing contributes to employment, Foreign Direct Investment (FDI) and Gross Domestic Production (GDP). Skilled and semi-skilled workers. Manufacturing is one of key success factors to national economy, nevertheless, high staff turnover continues to be disastrous towards manufacturing industry performance. This study employs a second-order construct with moderating role of gender in evaluating staff turnover intentions among 392 manufacturing industry employees in Malaysia, providing a case study of a manufacturing company in the consumer sector. Six variables were studied: role overload, role ambiguity, role conflict, work family conflicts, gender and turnover intention. The analysis was undertaken via SEM-PLS 3.2.7. A total of four hypotheses were tested. Positive results were obtained with respect to role overloaded on turnover intention. Negative results were obtained for role ambiguity, role conflict and work–family conflict. The implication of this study reveals that organizations generally recognize the importance of staff retention for superior organizational performance.
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