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Using Multivariate Statistics

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Qualitative research for education: An introduction to theories and methods

Transformational Leadership: Industrial, Military, and Educational Impact

The Seasons of a Man’s Life

Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

Retaining the best talent is one of the major factors towards achieving a high-income nation, and it is critical to organizational success. Organizations have introduced various strategies to enhance employee retention, and efforts should be targeted at valuable, contributing employees such as the high skilled workers. Failure to retain the best talent in organization implicated substantial losses to organization in terms of investment, assets, and destruct social and communication structures as well as affect other employees’ morale and work behaviour. Thus, it is imperative to investigate the predictors of talent retention that serve as the engagement and motivational drivers for employee to retain in an organization. Our review of related literature found that potential predictors such as high performance work system, job embeddedness and work life balance have been associated with employee’s inclination to remain in organization. Intervening factors such as intrinsic rewards and generational cohort are found to influence the relationships between the predictors and talent retention.

https://hrmars.com/papers_submitted/5007/Predictors_and_Intervening_Variables_of_Talent_Retention.pdf

Predictors and Intervening Variables of Talent Retention

The purpose of this study is to explore awareness on green human resource development practices among employees of the hotel industry in Lagos State, Nigeria. Over the past decade, the impact from climate change and global warming has led to environmental degradation. This is because of the harmful activities conducted on the natural environment by employees and various organizations, of which the hotel industry is part of. The overconsumption of energy and water, and the use of products and materials which are considered harmful to the environment. Lack of effective waste disposal mechanisms, and the inability to recycle, are all harmful to the environment. Globally, the hotel industry is a major employer of labour, therefore, to help mitigate these harmful practices, there is the need for the hotel industry in Nigeria to adopt green human resource development (Green HRD) practices. This is to help transform the natural environment back to its original state. The method of data collection for the study is structured interview, which is a qualitative study. Two employees working in the same hotel participated in the study. The outcome from the preliminary investigation revealed that, although employees had awareness on what green practices means, but lacked knowledge on green training and development, which is a practices, there is the need to invest on green training and development. Green training and development will help to strengthen the green human capital of the explored hotel, so as to be able to achieve environmental performance. Due to the number of few participants which took part in the study, subsequent researches can focus on a larger number of participants among employees in Nigeria's hotel industry, as this may lead to a broader outcome and perspective.

https://hrmars.com/papers_submitted/12913/exploring-the-awareness-on-green-human-resource-development-practices-among-hotel-industry-employees-in-lagos-state-nigeria-a-preliminary-study.pdf

Exploring the Awareness on Green Human Resource Development Practices among Hotel Industry Employees in Lagos State, Nigeria: A Preliminary Study

This study is to investigate the predictors of knowledge sharing behaviour and mediating variable of self-efficacy among successful farmers in selected Malaysian states. In Malaysian agriculture context, knowledge sharing behaviour of successful farmers formally and informally occurs during training, farm visits and also through discussions. However, current practices among farmers in the sharing process are unstructured and lack clarity. To date, there is no certain mechanism or coordination, which can be followed and properly implemented, leaving the issue unclear and unresolved. Hence, examining how individuals’ personal factors affect shape successful farmers’ knowledge sharing behaviour is imperative in order to formulate a strategy towards encouraging knowledge sharing culture in the agriculture community. This study was quantitative in nature and involved a total of 241 farmers as the respondents. The findings indicates that self-efficacy mediates the relationship between prior experiences on knowledge sharing behaviour. In contrast, it was found that self-efficacy did not mediate the relationship between training and knowledge sharing behaviour. This study hopes to provide knowledge especially for extension agents and department of agriculture to give attention on individual-related factors which could influence self-efficacy and thereby provide practical means to improve knowledge sharing behaviour among farmers in Malaysia.

Mediation test for self-efficacy on the relationship between individual-related factors and knowledge sharing behaviour among Malaysian farmers

Previous literature indicated that people tend to have lower motivation and level of participation in e-training. This case study aims to shed light on the factors that contribute to employees' e-training participation. It examines the influence of personality traits i.e. computer self-efficacy and self-esteem and attitudinal disposition i.e. technology acceptance, job satisfaction and organisational commitment on employees' e-training participation. Results of the study indicate that all of the selected predictors were correlated positively with employees' participation in e-training. The three most dominant factors that influenced employees' participation in e-training were computer self-efficacy, technology acceptance and organisational commitment. The implications and conclusions of the study are clarified.

Antecedents of employees' e-training participation in a Malaysian private company

The purpose of this paper is to test the influence of pay and compensation, career advancement, performance appraisal, and the moderating roles of gender on intention to stay among executive employees in Malaysian manufacturing organizations. Research data were collected from a sample of 456 executive employees in Malaysian manufacturing organizations. Structural equation modeling was used to test the influences of organizational-related factors and moderator on intention to stay. The results show that pay and compensation and career advancement are viewed as potential predictors of intention to stay. Gender significantly moderates the relationships between pay and compensation, and intention to stay among executive employees.

Roziah Mohd Rasdi

Papers

Predictors and Intervening Variables of Talent Retention

Exploring the Awareness on Green Human Resource Development Practices among Hotel Industry Employees in Lagos State, Nigeria: A Preliminary Study

Mediation test for self-efficacy on the relationship between individual-related factors and knowledge sharing behaviour among Malaysian farmers

Antecedents of employees' e-training participation in a Malaysian private company

Why employees stay? Does gender play a role?