Open AccessHuman Resource Management Practices and Employee’s Turnover Intention in the Manufacturing Industry in Malaysia
Author(s) -
Ong Choon Hee,
Chew Mei Lien,
Sim Jun Liang,
Ainatul Shahirah Mohamed Ali,
Nazhatul Shima Abd Manap,
Siti Naqiah Lailee
Publication year - 2018
Publication title -
international journal of human resource studies
Language(s) - English
Resource type - Journals
ISSN - 2162-3058
DOI - 10.5296/ijhrs.v8i2.13008
Subject(s) - turnover intention , business , workforce , turnover , compensation (psychology) , human resource management , order (exchange) , work (physics) , manufacturing , marketing , human resources , operations management , business administration , knowledge management , job satisfaction , psychology , management , economics , engineering , economic growth , computer science , mechanical engineering , finance , psychoanalysis
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.