The Relationship Between Non-Financial Compensation Factors with Employees Retention in a Selected Hotel Industry

Abstract

This study aims to determine the relationship between non-financial compensation factors and employees retention in a selected hotel industry. A survey methodology was used in this study. A total of 120 questionnaires were administered to employees who are currently working in the hotel industry. Using the Pearson's Correlation analysis test, this study analysed the relationship between employees retention and financial compensation factors which include opportunities for training and promotion, job challenges, recognition and the working environment. Multiple Linear Regression was used to determine the dominant factor that contributes to retention of employees. The results revealed that there was a significant relationship between the factors and employees retention. The results indicated that the working environment is the most dominant factor that contributes to employees retention.

The Relationship between Employee Attitude Towards Training and Employee Retention in Telecommunication

“…There are different factors which affects employee retention but the most common one is organizational commitment as the employee values the sense of belonging within it, agree with its objectives, and are most probably to remain in the same organization (Curtis & Wright, 2001). Several researchers pointed out that human resource management practices in compensation and benefits, job security, training and development, organizational support, work environment and organization justice are able to reduce the absenteeism rate, enhance employee retention and better quality work (Alnaqbi, 2011;Haimi, Ahmad, Abdullah Bandar, Abdullah, Sumilan & Shminan, 2016;and Nabi, Syduzzaman & Munir, 2016). One of the mechanisms of employee retention is the use of training programs for the existing employees (Mulder, 2001).…”