The Relationship Between Selected Human Resource Management Practices With Employee Retention : A Study In Hotel Industry
The purpose of this study was to examine the relationship between selected human resource management practices with employee retention in hotel industry. Data were collected from 115 employees from two of the selected hotels in Sarawak. The research was fully designed using quantitative research de...
Saved in:
| Main Author: | |
|---|---|
| Format: | Final Year Project Report |
| Language: | English English |
| Published: |
Universiti Malaysia Sarawak (UNIMAS)
2020
|
| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/32248/2/The%20Relationship%20Between%20Selected%20Human%20Resource%20Management%20Practices-%2024%20pgs.pdf http://ir.unimas.my/id/eprint/32248/4/Chuo%20Sie%20Wei%20ft.pdf http://ir.unimas.my/id/eprint/32248/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | The purpose of this study was to examine the relationship between selected human resource management practices with employee retention in hotel industry. Data were collected
from 115 employees from two of the selected hotels in Sarawak. The research was fully designed using quantitative research design and close-ended questionnaire was the instrument used to collect data. The data were analysed using both descriptive and inferential statistics. Descriptive statistics were first reported and it was followed by reliability analysis, normality test, hypothesis testing using Spearman Correlation as well as Stepwise Multiple Regression. The findings have shown that there is a significant and weak positive relationship between employee empowerment
and employee retention while there is a significant and strong positive relationship between training & development, performance appraisal, compensation & benefits, career development and work-life balance with employee retention. Moreover, compensation & benefits was
perceived as the dominant factor in affecting employee retention. This study contributed to the additional literature review. It has enhanced both the organization and policy maker’s knowledge on the potential human resource management practices that may affect employee retention. On the other hand, the result of this study could act as a guideline for the policy maker to implement a set of good policy that will contribute to the higher rate of employee’s retention in Sarawak. |
|---|