A Study on the Influence of Human Resources Practices on Turnover Intention Among a Telecommunication Company Employees

While performing their duties in an organization, an employee tied up to a human resource practices which consists of internal career opportunity, training, result oriented appraisals, Employment security, participation and job description to retain in an organization. This research title is aimed to determine the influences of internal career opportunity, training, result oriented appraisals, employment security, participation and job description on turnover intention. The objective of this study is; to understand the influence of the selected human resource practices on turnover intention. A total of 169 questionnaires were distributed to one of the selected Telecommunication company. Data were analyzed using both descriptive and inferential statistical analysis to interpret data. Research fmdings revealed there was turnover intentions exist among the respondents. Significant values for each element in independent variable which the item of reward such as result oriented appraisal, training, and participation. The higher significant value of independent variables are result oriented appraisal and item benefits, 0.538 > 0.05

INTENTION TO USE FINGERPRINT SYSTEM IN ELECTRONICS INDUSTRY

Purpose: The aim of this study is to assist the Malaysian electronics companies in reducing the non-value added practices and in return, will minimize the cost and improves productivity with the use of the fingerprint system. Methodology: This study uses a quantitative research approach and data were sampled from 137 front-line employees using simple random sampling technique. Result: The empirical findings of the study confirm that perceived usefulness and perceived ease of use significantly affect the intention to use the fingerprint system. However, there was not enough evidence that relative advantage has any effect on the intention to use the system.  Implications: The study results affirmed that business organizations, especially electronic companies should transform their use of conventional attendance system to fingerprint system in improving efficiencies and effectiveness within the human resource practices

Perceived socially responsible-HRM on talent retention: The mediating effect of trust and motivation and the moderating effect of other-regarding value orientation

IntroductionStudies have shown that there is a growing interest in corporate social responsibility (CSR) and talent management, and the identified links between their aspects. Thus, the current study examined the relationship between socially responsible human resource management (SRHRM)–identified as CSR strategies and practices directed at employees to underpin the effectiveness of CSR implementation–and talent retention. In addition, this study employed a mediation-moderation framework with employee attitude (motivation and trust) as a mediating variable and other-regarding value orientation (ORVO) as a moderating variable. Thus, the current study contributes to talent management and CSR current knowledge by analyzing the depth of the relationship by way of exploring the moderating and mediating process. It answers the “how” and “when” questions and explains the mechanism through which an organization can use its socially responsible HRM practices for retaining talented employees.MethodsA total of 418 people from the Klang Valley area in Malaysia participated in the study. The hypotheses in the study were tested using PLS structural equation modeling.ResultsThe results of the study showed that (a) perceived SRHRM was positively related to talent retention, (b) this relationship was partially mediated by the employee’s attitude (motivation and trust), and (c) ORVO did not moderate the relationship between perceived SRHRM and talent retention.DiscussionFurthermore, the study findings provide concrete and actionable recommendations on how to formulate and implement appropriate SRHRM policies and practices as they are not only essential for the successful implementation of external CSR programs but also essential for retaining talented employees and for improving their motivation and organizational trust

Turnover intention among manufacturing industry employees in Malaysia: an analysis using structural equation modeling (SEM)

This research paper explores the turnover intention among manufacturing industry employees in Malaysia. Four variables were studied: role overload, role ambiguity, role conflict, and work-family conflict. The survey results collected from 153 employees from manufacturing companies in Malaysia. The analysis been obtained via SEM-PLS. Total four hyphotheses were tested. Positive results obtained for role overloaded towards turnover intention. Negative results obtained for role ambiguity, role conflict, and work-family conflict. Based on the findings all the manufacturing recognize importance of staff retention for superior value for an organization

Post-COVID-19 organizational resilience in the manufacturing and service industries

COVID-19 has shaken the business industry and forced a revisit of the resilience literature. Though organizations’ management have adopted measures prescribed by the literature, these measures have been unable to provide a fitfor-all solution. This has motivated this study to re-examine the organizational resilience factors driving operational performance in the post-pandemic era, specifically in consideration of the role of firm industry orientation and firm size. Thus, the preset study aims it to identify to what extent the organizational resilience (ability, adaptability, agility and flexibility) effects the operational performance; and, to determine how the firm size influence the relationship between organizational resilience and the operational performance of the manufacturing and service sectors. Data was collected from 85 organizations in the Malaysian manufacturing and services industries and analyzed using PLS-SEM. The results show that the agility and flexibility dimensions of resilience have a significant positive effect on operational performance, while the ability and adaptability dimensions have no such effect. Additionally, firm size was found to be insignificant in the relationship between organizational resilience and operational performance. The findings reveal that resilience is vital for the sustainability of an organization in this turbulent and complex business climate. Therefore, managers should thus consider incorporating appropriate resilience strategies in both opportunities and operations to embrace different strategies to leverage organizational resilience post COVID. Ultimately, the government should utilize these findings for policymaking when leading post-COVID-19 projects and initiatives

Experiential quality among coffee lovers: an empirical study in the Malaysian coffee outlets industry

Experiential Quality has become extremely important for coffee outlets industry due to the highly competitive environment. The main objective of this study is to analyze the quality of the coffee outlets to win more customers in Malaysia. This study specifically design to investigate the existing literature on experiential quality comprising Interaction quality, Physical environment quality, Outcome quality and Affective quality. Researcher used a self-administrated questionnaire survey with a sample size of 200 respondents from various coffee outlets in Selangor, Malaysia (One of the state with high population in Malaysia). The Findings shows that Interaction quality, Physical environment quality, and Outcome quality have direct effect on experimental quality among coffee lovers. Affective quality shows an negative effect on experiential quality. Coffee is one of the global product. Coffee sold at branded coffee outlets are niche market product. Coffee outlets industry is a classified destination of consumers with intrinsic value of coffee. Coffee outlets offer typical coffer qualities in attractive environment to withhold coffee lovers. This special product is consumed by middle income and higher income social class consumers. The findings further implied coffee outlets focused at managing coffee lovers’ service quality expectation to create and enlarge greater coffee loyalist for sustainable competitive advantage

Workforce resilience in the post-COVID-19 era: differences based on manufacturing–service orientation and firm size

The devastating impact of COVID-19 on businesses has led to the redefinition of workforce resilience. This study hence explores workforce resilience factors that will be important in the post-COVID-19 era. It investigates whether these factors perform differently in the manufacturing vs. the service sector and in small and medium enterprises (SMEs) vs. large firms. Sixty-five firms were studied in Malaysia and analyzed through Rasch modelling. The results indicate that three workforce resilience factors (positive thinking, sense of responsibility, and emotional control) are difficult to overcome in the manufacturing sector. Regarding the SMEs and large firm contexts, six workforce resilience factors (positive thinking, differentiation, degree of involvement, sense of responsibility, cognitive processes, and innovation) are complicated for SMEs. In comparison, two workforce resilience factors (work–life balance and decision-making) are difficult for large firms. Capitalizing on these findings, managers in various organizations (manufacturing vs. service and SMEs vs. large firms) can adopt different strategies to leverage workforce resilience post-COVID. Moreover, government agencies can use these findings for policy-making when leading post-COVID-19 projects and initiatives