The impact of human resource practices on job satisfaction and intention to stay in emerging economies: Model development and empirical investigation among high caliber governmental employees in Qatar

Mehrez, Ahmed; Bakri, Anas Al

doi:10.5267/j.msl.2018.12.007

Cited by 27 publications

(36 citation statements)

References 42 publications

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“…However, lately, the intention to stay has been accepted as the best predictor of turnover activities. It is an important variable to access the level of willingness to stay in an organisation (Mehrez & Bakri, 2019). Moreover, many studies (e.g.…”

Section: Intention To Staymentioning

confidence: 99%

Talent Development Practices: A Revisit as an Imperative for Talent Retention

Dalayga¹,

Baskaran²,

Mahadi³

2021

IJARBSS

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A rapidly advancing technology has transformed the scene of employment making the talents increasingly attractive and marketable across the globe, making them a new differentiator in the human capital market. This, in turn, has created tremendous pressure on the organisation to ascertain talent retention. As a result, scholarly endeavors are continuing to address the dynamics of talent and therefore, talent development is gaining attention as a new mechanism to address challenges confronting these organisations. In explaining this phenomenon, there have been also consistent calls to investigate work engagement as well across different settings to further explore employee retention. Therefore, this study attempts to address underexplored constituents in explaining intention to stay from a talent perspective including talent development practices and work engagement. A structured selfadministered questionnaire was used in this research to collect data from 287 respondents from the Malaysian private healthcare industry. Structural equation modeling was used to analyse the data. The results discussed in terms of evolutionary findings in the realm of theory and practice of talent development. It is envisaged that the findings were an incremental contribution to existing literature and also of great importance to organisational behavior scholars, human resource experts, and workplace policy regulators.

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Section: Intention To Staymentioning

confidence: 99%

Talent Development Practices: A Revisit as an Imperative for Talent Retention

Dalayga¹,

Baskaran²,

Mahadi³

2021

IJARBSS

View full text Add to dashboard Cite

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“…Zeffane (2010) developed an approach to "trust" in leadership based on Herzberg's theory. Mehrez and Bakri (2019) studied the effect of different human resource practices on employees' job satisfaction, organizational commitment, and job turnover in the governmental sector in the State of Qatar. The results showed positive relationships between certain HR practices, job satisfaction, and organizational commitment, which indicate an intention to stay.…”

Section: Literature Reviewmentioning

confidence: 99%

Factors motivating governmental employees in the United Arab Emirates

Soumar

Alnahhal

Hazza

et al. 2021

Problems and Perspectives in Management

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To enhance the performance of organizations, the motivation of employees is a critical factor. The challenge is that motivation can be dependent on the culture and time of analysis. The timely studies are needed for different regions. The purpose of this study is to perform the motivation factors analysis of government employees to enhance their performance. Herzberg’s two-factor motivation theory was used, where the focus is on motivators, which were compared with financial rewards. Another classification of motivators and movers that contributes to ideas was extracted from the literature and included in the questionnaire survey. A survey was designed and 64 employees working in governmental service sectors in the United Arab Emirates (UAE) responded to the questionnaire. Statistical analysis methods such as two proportion z-test, Chi-square, and Fisher tests, were used. Results showed that recognition, which was selected by 44% of employees, is the only source of satisfaction that has a higher effect than financial rewards. In addition, a sense of achievement, the opportunity to take responsibility, work itself, as well as advancement prospects have the same or lower effect than financial rewards. Moreover, results showed that, generally, factors associated with motivators are more important for ideas’ contribution than movers, except for the desire to overcome frustration at work. The practical value of the results is obvious since motivation can significantly enhance the performance of organizations in the UAE.

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“…Joarder, Subhan, Ghani & Islam [34] found pay and supports were significant and negatively related to faculty intention to quit behaviour in any condition. Using correlation, Mehrez & Bakri [35] found positive relationship between proper human resource practices, job satisfaction and intention to stay. Other recent studies have focused on either perception of pay equity [36], studied in jurisdictions and sectors other than education [37], and have employed different methods [38].…”

Section: Employees' Intention To Quitmentioning

confidence: 99%

Effect of Compensation Package on Staff Intention to Quit in Technical University: A Structural Equation Approach

Agyapong

Asiamah

Cudjoe

2019

AJEBA

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The paper analyses the compensation-intention to quit relationship in one of the technical universities in Ghana. Employing a descriptive survey design, data on the variables are collected using one hundred self-administered valid questionnaires. Data collected were analysed by means of structural equation modelling. The results show there is no significant relationship between intentions to quit and salary, incentives, allowance and fringe benefits. However, there was an inverse relationship between the dependent variable and the predictors. The result implies managers of such institutions do not focus only on monetary, but non-monetary rewards packages drawing their compensation plan. This study provides avenues for reviewing compensation packages of technical universities in order to motivate its employees to help prevent high labour turnover. The paper is among the few that employs the structural equation modelling in its analysis.

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The impact of human resource practices on job satisfaction and intention to stay in emerging economies: Model development and empirical investigation among high caliber governmental employees in Qatar

Cited by 27 publications

References 42 publications

Talent Development Practices: A Revisit as an Imperative for Talent Retention

Talent Development Practices: A Revisit as an Imperative for Talent Retention

Factors motivating governmental employees in the United Arab Emirates

Effect of Compensation Package on Staff Intention to Quit in Technical University: A Structural Equation Approach

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