The impact of human resources practice on employee intention to leave in small and medium-sized enterprise.
The purpose of this study was to investigate the impact of human resource practices which are recruitment and selection, training and development, performance appraisal, and compensation on employee intention to leave in small and medium-sized enterprise in Kuching, Sarawak. Employee intention to le...
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| Format: | Undergraduate Final Project Report |
| Published: |
2012
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| Online Access: | http://discol.umk.edu.my/id/eprint/5354/ |
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| Summary: | The purpose of this study was to investigate the impact of human resource practices which are recruitment and selection, training and development, performance appraisal, and compensation on employee intention to leave in small and medium-sized enterprise in Kuching, Sarawak. Employee intention to leave is a significant predictor of actual turnover. Employee is a cause for concern when the best and brightest employees are leaving the organization for another. Survey questionnaires were used to collect the data from 100 employees working in small and medium-sized enterprises that located in south Kuching. Based on the correlation coefficient result, it shows that recruitment and selection, training and development, and performance appraisal have a moderate negative relationship with employee intention to leave the organization, each with a coefficient of -684, -644, and -660. Meanwhile compensation has high relationship ( coefficient -843) with employee intention to leave. result indicated that correlation coefficient is significant at the level of 0.01. This shows if the organization provided a clearly and accurately human resource practices to employees, the employees who intend to leave the work can be reduced and employees will be more loyal to the organization. |
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