Antecedents of employee turnover intention: A proposed theoretical framework

What makes employees leave their organizations has been of interest to both researchers and managers.As turnover is costly, it is important to understand what leads to such turnover.Is it the organizational culture? Is it job satisfaction? Is it the lack of organizational commitment? Is it lack of training? Is it the employees’ perceived support of both the supervisor/manager and the organization as a whole? This concept paper sheds some light on the literature and identifies the antecedents of intention to leave. The paper proposes a theoretical framework that shows the variables that explain the phenomenon of turnover intention

Relationship Between Organizational Culture And Innovativeness Of Public Listed Housing Developers

The benefits of innovation and the need to be innovative have been highlighted by many. However, it is doubtful whether the players in the housing industry, in particular the housing development firms, have the characteristics that are favourable for innovation. The study seeks to examine the relationship between organizational culture and innovativeness of public-listed housing developers in Malaysia. A survey was conducted to all housing developers that were registered with the Bursa Malaysia. The data were analyzed using descriptive statistics, reliability test and correlation analysis. The results revealed that 4 out of 8 dimensions of the organizational culture were statistically significant with organizational innovativeness with moderate strength. Specifically, performance orientation, humanitarian and assertiveness culture had highly significant relationships with organizational innovativeness while future orientation had a significant relationship with organizational innovativeness

Job satisfaction, organizational commitment, and intention to leave: A study on visiting lecturers in Universiti Utara Malaysia (UUM)

Employee retention, the opposite of turnover, has been of importance to both researchers and practitioners. This study intended to answer the following questions (1) how satisfied are the visiting lecturers of UUM, (2) how committed are they to UUM, (3) do they have intention to leave in the short or the long run, and (4) do job satisfaction and organizational commitment impact intention to leave?.The study implemented a mixed methodology where both quantitative data and qualitative data were collected.Ninety eight (98) questionnaires were distributed and four interviews were conducted. Out of the 98 questionnaires, only 35 were returned and analysed.The quantitative data results showed that the majority of the visiting lecturers are satisfied (mean=6.2), quite committed (mean=5.7), their intention to stay is also noticeably high (mean5.2), and their intention to leave is quite low (mean3.05). In addition, the qualitative results also showed that the visiting lecturers were satisfied with their job. However, the interviewees showed some concern about the working culture (the absence of integration between local staff and visiting lecturers) and bureaucracy (time wasted to get things done). This study could serve as a reminder to UUM top management that taking care of the working culture and bureaucracy could contribute to more commitment and less turnover intention.It is worth mentioning that satisfying foreign lecturers who came from different cultures and who have different expectations could be a point of concern to UUM top management.It is important to merge the visiting lecturers into the system and make them feel they are part of the family so that they could be more committed and hence deliver more

The Organizational Innovativeness of Public Listed Housing Developers in Malaysia

This paper investigated the organizational innovativeness of public listed housing developers in Malaysia. We conceptualized organizational innovativeness as a multi-dimensional construct consisting of 5 dimensions: market innovativeness, product innovativeness, process innovativeness, behavior innovativeness and strategic innovativeness. We carried out questionnaire survey with all accessible public listed developers in Malaysia and received a 56 percent response. We found that the innovativeness of public listed housing developers is low. The paper ends by providing some explanations for the results

The impact of personality and leadership styles on leading change capability of Malaysian managers

This study was conducted to investigate the influence of the Big Five Dimensions of personality of the Malaysian Managers and the leadership styles these managers use on their leading change capabilities. Total sample of 105 managers was used in this study. The results of this study revealed that the Malaysian managers tend to enjoy personalities that are conscious and open to experience. These managers tend to use consultative leadership style. However, they use autocratic, democratic and some of them use laissez-fair, but the respondents of this study scored higher in consultative leadership style. The results of the study showed that Extroversion personality trait as well as involvement leadership style were positively related with Leading Change. Both Openness to Experience and Emotional Stability were significantly and positively correlated with Consultative Leadership Style that the managers use. Involvement Leadership Style was found to be significantly and positively correlated with Leading Change (R2=.38) In conclusion, this study showed a positively significant correlation between personality of managers, their leadership styles and their leading change capabilitie

A turning point in a student’s Life in the prison camp of Gaza / occupied Palestine

The Prison Camp of Gaza in Occupied Palestine is a 5 by 25 mile strip facing the Mediterranean from the west, the borders with Egypt from the south, and the territories of what was called State of Israel back in 1948 from the east and north. I call The Gaza Strip a prison camp because it has been under an Israeli blockade since 2006 where people cannot go out or in Gaza. More than 350 patients who were in bad need of medical treatment died because they could not go to Egypt to receive the necessary medical treatment they needed. Those patients are perceived as martyrs by the community in Gaza