This work aims to investigate the intrinsic and extrinsic factors that contribute to organizational commitment in the private education industry in Malaysia, to identify how employee retention programs can be effectively implemented in this industry, and to develop and empirically test a model of organizational commitment towards employee retention in the private education industry in Malaysia.
Based on the identification of intrinsic and extrinsic factors in the private education industry in Malaysia, this work used a questionnaire to assess the Malaysian private education industry in terms of its cognition and perspective with regard to intrinsic and extrinsic factors that lead to organizational commitment and its organizational commitment toward achieving an effective employee retention program. A questionnaire survey method was used to collect primary data from emails that were sent to participants. The research findings revealed that intrinsic and extrinsic factors and organization commitment were significantly and positively related to employee retention. Based on the research results, the author discusses managerial implications of the findings and opportunities for future research.
In today’s highly competitive business environment, organizations regardless of their sizes are facing employee retention challenges. Human resources are directly or indirectly related to all organizational processes and thus are important in allowing an organization to gain and sustain a competitive advantage. However, just to ensure employees stays on a payroll is meaningless, the company must also find out why employees stay.
Table of contents
ABSTRACT
INTRODUCTION
LITERATURE REVIEW
THE NEED TO RETAIN CRITICAL EMPLOYEES
THEORETICAL BACKGROUND
ORGANIZATIONAL COMMITMENT
HERZBERG’S MOTIVATOR-HYGIENE THEORY
EQUITY THEORY
EXPECTANCY THEORY
SIDE-BET THEORY
INTRINSIC AND EXTRINSIC FACTORS ON ORGANIZATIONAL COMMITMENT
Employee Rewards: The Importance of Perceived Fairness
Promotion
Working Conditions
Employee Training & Development
Career Advancement Opportunities
Respect and Recognition
Organizational Empowerment
Job Security
Pay Satisfaction
Organization’s Reputation
EMPLOYEE RETENTION
PRIVATE EDUCATION INDUSTRY AND EMPLOYEE TURNOVER RATE IN MALAYSIA
THEORETICAL FRAMEWORK
THE MEASUREMENT MODEL
RESEARCH POPULATION AND INSTRUMENTATION
DATA ANALYSIS
RESULTS
SUMMARY AND CONCLUSIONS
RECOMMENDATIONS FOR FUTURE RESEARCH
REFERENCES
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