A new look at HRM practices and its relationships to employees attitudes: A comparison of public and private sector in Malaysia.

Simple item page
dc.contributor.authorDaisy Mui Hung, Kee
dc.date.accessioned2017-07-05T02:25:56Z
dc.date.available2017-07-05T02:25:56Z
dc.date.issued2013
dc.description.abstractProjek penyelidikan bertujuan untuk memahami persepsi kakitangan tentang amalan HRM di tempat kerja. Amalan HRM telah memperolehi kepentingan di bidang pengurusan disebabkan kesannya terhadap sikap kerja dan kelakuan pekerja. Walaupun organisasi membekalkan pekerja-pekerja dengan amalan HRMnya, tujuan adalah untuk memotivasikan kakitangan supaya produktif. Sagaimana kesan amalan HRM ke atas sikap kerja dan kelakuan kakitangan di sektor yang berbeza adalah kurang jelas. Penyelidikan yang lepas menunjukkan hubungan-hubungan bukti antara HRM, tahap komitmen dan niat berhenti kerja kakitangan. Kami mencadangkan bahawa pengaruh-pengaruh amalan HRM kakitangan di kedua-dua sektor awam dan sektor swasta adalah berbeza. Tujuh komponen amalan HRM iaitu rekabentuk kerja, perancangan HR, pengambilan dan pemilihan, latihan dan pembangunan, pampasan dan pengurusan prestasi dan hubungan pekerja telah dicadangkan sebagai satu tumpuan utama dalam menyiasat hubungan di atas. Data diperoleh melalui soal selidik yang diedarkan di kedua-dua sektor awam dan sektor swasta. Keputusan menunjukkan amalan-amalan HRM mempunyai satu pengaruh yang penting terhadap hasil kerja pekerja. HRM dalam kedua-dua sektor awam and swasta berbeza nyata sekali. Akhirnya implikasi penemuan, limitasi dan arah masa depan diperbincangkan. The research project explores employees understanding of HRM practice in the workplace. HRM practice has gained amplified interest in the management field due to its impact on employees' work related attitudes and behaviors. Even though organizations provide employees with its HRM practice, the expectation is to keep employees motivated and productive. How HRM practice impacts on the different forms of employees work related attitudes and behaviors in different sector is not clear. Past researchers showed evidence linkages between HRM, employees' level of commitment and their turnover intention. We propose that HRM practice influences employees work related outcomes in both public and private sector in different ways. Seven component of HRM practice namely job design , HR planning, recruitment and selection, training and development, compensation and performance management and employee relations have been chosen a focal point to investigate the above relationship. Data was collected through self administered questionnaire distributed to both public and private sector. The results indicate HRM practices have a significant influence on employees work outcome. HRM in both public and private sector differ significantly. Finally implication of the findings , limitation and future direction are discussed.en_US
dc.identifier.urihttp://hdl.handle.net/123456789/4100
dc.subjectHuman Resource Managementen_US
dc.subjectAttitude and Behavioren_US
dc.subjectPublic and Private Sectoren_US
dc.titleA new look at HRM practices and its relationships to employees attitudes: A comparison of public and private sector in Malaysia.en_US
dc.typeTechnical Reporten_US
Files
License bundle
Now showing 1 - 1 of 1
Thumbnail Image
Name:
license.txt
Size:
1.71 KB
Format:
Item-specific license agreed upon to submission
Description:
Download
Collections
Pusat Pengajian Pengurusan - Geran Penyelidikan