Intention To Leave Among Generation Y Academicians In Private Universities
| dc.contributor.author | SPR Subramaniam, Charles Ramendran | |
| dc.date.accessioned | 2018-01-10T02:21:44Z | |
| dc.date.available | 2018-01-10T02:21:44Z | |
| dc.date.issued | 2017-09 | |
| dc.description.abstract | The objective of this research is to investigate the extent to which human resource management (HRM) practices namely employee training, career development opportunity, psychological empowerment and technology ecosystem influences intention to leave profession among generation Y academicians. This research also investigates whether marital status will moderate the relationship between HRM practices and psychological contract violation as well as intellectual stimulation will moderate the relationship between psychological contract violation and intention to leave profession. The data for this research obtained through a survey questionnaire by using stratified random sampling, drawn a sample of 159 generation Y academician from Malaysian private universities. Based on the results of the research, it was revealed that all HRM practices dimensions (employee training, career development opportunity, psychological empowerment and technology ecosystem) significantly influenced the intention to leave profession among generation Y academicians. Three HRM practices dimensions (employee training, career development opportunity and psychological empowerment) significantly influenced psychological contract violation whereas technology ecosystem was not. Marital status only moderated career development opportunity and psychological contract violation whereas the other three dimensions (employee training, psychological empowerment and technology ecosystem) were not. However, intellectual stimulation moderated between psychological contract violation and intention to leave profession. Furthermore, psychological contract violation mediated the relationship between three HRM practices (employee training, career development opportunity and psychological empowerment) with intention to leave profession whereas technology ecosystem was not. Psychological contract violation also found to have significant relationship with intention to leave profession. The findings of this research highlight theoretical and managerial implications to private universities in Malaysia. Theoretically, this research signified social exchange theory act as a bridge in providing in depth knowledge on integrating HRM practices with intention to leave profession among generation Y academicians in private universities as well as controlling psychological contract violation by applying marital status and intellectual stimulation as moderators. Based on findings, the private university in Malaysia should pay more attention to all HRM practices as it was found to significantly influence the intention to leave profession. The management also must emphasize on intellectual stimulation aspect since it was markedly moderated between psychological contract violation and intention to leave profession. According to R2 value, the variables for this study only explained 35.7 percent of the variance for the intention to leave profession. Hence, future research should look for other variables such as work life balance, the role of trade union and other HRM construct for instance pay, extrinsic reward, bonus, promotion, occupational safety and health, performance appraisal and recognition that may influence the intention to leave profession. | en_US |
| dc.identifier.uri | http://hdl.handle.net/123456789/5350 | |
| dc.language.iso | en | en_US |
| dc.publisher | Universiti Sains Malaysia | en_US |
| dc.subject | The extent to which human resource management | en_US |
| dc.subject | to leave profession among generation Y academicians | en_US |
| dc.title | Intention To Leave Among Generation Y Academicians In Private Universities | en_US |
| dc.type | Thesis | en_US |
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