Salary and remuneration impact on turnover rate at Asian Metropolitan University (AMU)

• Main Author: Ahmad Suhaimi, Alias
• Format: Thesis
• Language: English; English
• Published: 2013
• Subjects: HF5549-5549.5 Personnel Management. Employment
• Online Access: https://etd.uum.edu.my/5171/1/s809112.pdf; https://etd.uum.edu.my/5171/2/s809112_abstract.pdf; https://etd.uum.edu.my/5171/

The volume of literature on the causes of employee turnover continues to grow. Despite, attempts to distinguish between the way to minimize voluntary and involuntary turnover in organizations, though recognized for quite some time, receive little attention from researchers. This study examines the way to minimize the turnover or retaliation of employees at Asia Metropolitan University (AMU), formerly known as Masterskill University College of Health Sciences (MUCH). The study also hypothesized that there are significant differences in the ways to curb turnover. Basically the term turnover and retaliation has a significant value on the basis of how business runs. If any company or institution denies the absence of this two occasion, that must be a lie or a fraudulent. These two really go hand-in-hand with each other as it indirectly portrays the check and balance of the ongoing in the organization, between the employees and the employer. The variables that will be analyzed are on staff salary (starting salary, present salary, and expected salary) and staff satisfaction (present job, present organization, top management, immediate supervisor, colleagues, human resource policies and work environment). The result of the job satisfaction and turnover intention generally support the hypothesis. In addition, the result of this study could be used to warrant further more empirical based research in the area of jobs and turnover behavior. This study had highlighted 4 main ideas, recruitment, selection and early socialization, pay, performance and supplementary benefits; leadership and supervision and career planning and development