HRM practices and employees turnover intention of Private Higher Education Institutes (PHEIs) in Penang: the mediating roles of workplace well-being
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Date
2010
Authors
Koay, Lian San
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Abstract
The aim of this study is to investigate the influencing factors of HRM practices on
employee’s turnover intention among the academic members of Private Higher Education
Institutes (PHEIs) in Penang. In addition, this study intends to find out whether
workplace well-being mediates the Human Resource Management practices towards the
employee’s turnover intention of the organizations.
Theoretical basis such as the Theory of Human Motivation (Maslow’s Hierarchy
of Needs, Herzberg's motivation-hygiene theory) and concept of Human Recourse
Management were used to develop the framework for analysis of the present study.
Based on the previous literature, the survey instrument is modified and the revised
instrument is email to academician work in Penang Private Higher Education Institution.
Data collected were analyzed using Multiple Regression.
A survey has been carried out in Penang and a total of 105 completed
questionnaires are collected for further analysis. The results indicate that the career
development practice and empowerment practice are negative and significantly related to
employee’s turnover intention. Besides, workplace well-being has a mediating effect
between career development and empowerment practices and turnover intention. These
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finding would be helpful for management of Higher Education Institute to effectively
utilize their HRM practices such as career development and empowerment as their core
competitive to attract and maintain their talent employees.
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Keywords
Business Administration , Higher Education