Predictors of Intention to Stay and Moderating Role of Gender among Executives in the Malaysian Manufacturing Organizations

Chen, Yong See; Rasdi, Roziah Mohd; Ismail, Maimunah; Asmuni, Azizan

doi:10.6007/ijarbss/v7-i14/3658

Cited by 2 publications

(5 citation statements)

References 13 publications

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“…The result of the current study findings is consistent with the previous studies which indicates that rewards and compensation, work condition are related with EE which in turn affect and ER (Malik et al. , 2018; Jackson & Fransman, 2018; Mabaso & Dlamini, 2018; Chen et al. , 2017; Kundu & Lata, 2017; Al-Kasasbeh, 2016; Bussin & Toerien, 2015; Bedarkar & Pandita, 2014; Jacobs et al.…”

Section: Discussionsupporting

confidence: 92%

“…When EE improves, the formation of desirable good behaviours improves their overall motives, which in turn promotes their favourable attitude of keeping their existing job. The result of the current study findings is consistent with the previous studies which indicates that rewards and compensation, work condition are related with EE which in turn affect and ER (Malik et al, 2018;Jackson & Fransman, 2018;Mabaso & Dlamini, 2018;Chen et al, 2017;Kundu & Lata, 2017;Al-Kasasbeh, 2016;Bussin & Toerien, 2015;Bedarkar & Pandita, 2014;Jacobs et al, 2014;Sousa-Lima, Michel, & Caetano, 2013;Balakrishnan et al, 2013;Beukes & Botha, 2013). Schneider, Macey, Barbera and Martin (2009) suggested that organisations should engage their employees if they want their market share.…”

Section: Interveningsupporting

confidence: 91%

“…These research' conclusions suggest that working conditions are strongly linked to ER. It was also revealed that work environments have significant influence on ER (Hanai, 2021;Malik et al, 2018;Msisiri & Juma, 2017; AGJSR 40,1 Chen et al, 2017;Gangwani & Dubey, 2016). Based on the above empirical research, the current study hypothesis developed as: H2.…”

Section: Interveningmentioning

confidence: 99%

“…It has been shown that rewards and workers condition are the fundamental components of how much workers receive by devoting their time and effort to achieving business goals; thus, Managers are in charge of building an attractive incentive strategy to attract and retain valuable staff (Ashraf, 2019; Chen, Rasdi, Ismail, & Asmuni, 2017; Jacobs, Renard, & Snelgar, 2014). These factors may be either from the current organisation of the employee or the next potential employer and differ from the terms and conditions of service, the working atmosphere, the reward system, the individual job goals, the benefits, the operating system, employee engagement (EE) and any other factor sufficiently perceived by the employee to affect the decision to step out (Jackson & Fransman, 2018; Karatepe & Olugbade, 2016).…”

Section: Introductionmentioning

confidence: 99%

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Testing the nexus between reward system, job condition and employee retention through intervening role of employee engagement among nursing staff

Kamselem

Nuhu

Lawal³

et al. 2022

AGJSR

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PurposeThis study investigated the effects of reward system (RS) and job conditions (JC) on employee retention (ER). In particular, this study addressed the mediating effect of employee engagement (EE) on the relationship between RS, JC and ER.Design/methodology/approachThis paper employed descriptive survey approach and the unit of analysis consisted of public hospital nursing staff. Data were collected using questionnaires with a sample of 370 nurse respondents. Structural equation modelling with Smart-Partial Least Squares (PLS) 3.3.8 was used in a statistical analysis.FindingsThe results revealed that RS and JC significantly related to ER. The study also showed the direct effect of RS and JC on EE. These findings indicate that (EE) has a partial mediating role in the relationship between RS, JC and ER.Practical implicationsThe study offers important policy insights for public nursing stakeholders who seek to increase retention of skills among their nursing staff. The findings are also crucial because they may help the health sector improve their ER strategies, especially in dynamic and competitive business situations where organisations are challenged to retain personnel from a limited skilled workforce.Originality/valueThe findings of this study contribute to the literature on retention of nursing employees by enhancing the understanding of the influences of EE, RS and JC on ER among public hospitals.

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Section: Discussionsupporting

confidence: 92%

Section: Interveningsupporting

confidence: 91%

Section: Interveningmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Testing the nexus between reward system, job condition and employee retention through intervening role of employee engagement among nursing staff

Kamselem

Nuhu

Lawal³

et al. 2022

AGJSR

View full text Add to dashboard Cite

show abstract

“…Adzei and Atinga linked motivation and retention of health workers in Ghana [1]. Chen et al used Herzberg two factor theory to study employee retention and revealed a significant relationship between compensation and employee retention [10].…”

Section: Employee Retention and Compensationmentioning

confidence: 99%

The Contribution of Compensation in the Employee Retention of the Banking Institutions in Dar es salaam, Tanzania

Hanai¹,

Pallangyo²

2020

EJBMR

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This paper explores the influence of compensation on employee retention of the banking institutions in Tanzania. The stratified sampling technique was used to ensure representativeness of each bank category. Eleven banks were purposely selected and simple random sampling was applied to draw a sample of 370 employees. The quantitative data were collected using questionnaire and analyzed using Binary logistic regression. The results indicated that compensation is significantly influencing employee retention with a ‘p’ value of 0.001. It was further revealed that compensation attribute (fair salary) has significant influence on employee retention. The study recommends to the bank managers to develop and implement retention policies that contemplate fair salaries as this is a most valued compensation attribute. Furthermore, the bank managers need to pay great attention to right retention policies in order to improve retention of employees.

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Predictors of Intention to Stay and Moderating Role of Gender among Executives in the Malaysian Manufacturing Organizations

Cited by 2 publications

References 13 publications

Testing the nexus between reward system, job condition and employee retention through intervening role of employee engagement among nursing staff

Testing the nexus between reward system, job condition and employee retention through intervening role of employee engagement among nursing staff

The Contribution of Compensation in the Employee Retention of the Banking Institutions in Dar es salaam, Tanzania

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