Human resource management practices and employee's turnover intention in the manufacturing industry in Malaysia
The main objective of this study is to examine the influence of Human Resource Management (HRM) practices (compensation and benefits, recruitment and selection and work-life policies) on employee's turnover intention. A survey questionnaire was sent and collected from 60 respondents who worked...
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| Main Authors: | , , , , , |
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| Format: | Article |
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Macrothink Institute
2018
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| Subjects: | |
| Online Access: | http://eprints.utm.my/id/eprint/86863/ http://dx.doi.org/10.5296/ijhrs.v8i2.13008 |
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| Summary: | The main objective of this study is to examine the influence of Human Resource Management (HRM) practices (compensation and benefits, recruitment and selection and work-life policies) on employee's turnover intention. A survey questionnaire was sent and collected from 60 respondents who worked in the Manufacturing Industry in Malaysia. The results showed that the main factor that influences turnover intention of the employees was compensation and benefits. Hence, manufacturing firms ought to put extra efforts in this aspect in order to retain talents and minimize turnover rate of its workforce. Recruitment and selection and work-life policies were found to be not significant in predicting employee’s turnover intention. |
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