The relationship between human resource management practices and employee turnover intention among support staff at Institut Tadbiran Awam Negara (INTAN), Kota Samarahan, Sarawak / Sarvirna Serose … [et. al.]

• Main Authors: Serose, Sarvirna, Dardom, Rebecca, Mohammad Razali, Mohd Syafiq, Dang, Xuliana Satah
• Format: Student Project
• Language: English
• Published: 2019
• Subjects: H Social Sciences (General); Personnel management. Employment management
• Online Access: https://ir.uitm.edu.my/id/eprint/61507/1/61507.pdf; https://ir.uitm.edu.my/id/eprint/61507/

Nowadays, the employee turnover intention occurs as it has the interrelation with the implementation of Human Resource Management (HRM) practices in an organization. According to Imna and Hassan (2015), the influence of HRM practices on employee turnover intention is an important study in the fields of HR management.The performance and productivity of the organization could not be realized without the employee’s contribution and support. The employee plays the major role in an organization because their contribution and commitment will increase the performance and productivity of the organization. According to Ajagbe, Long, and Perumal, (2012), it is important for HR managers to overcome employees’ turnover intention. Hee, Lien, Liang, Ali, Manap and Lailee (2018) stated that the organizations with the best HRM practices generally understand the importance of managing talent and turnover intention. This is to reduce the possibility that the organization will lose their talented, knowledgeable, experienced and good employees.