The relationship between selected organizational culture and employees' turnover intentions
E mployees tend to demonstrate turnover intentions when organization c ulture was not match with their expectation . The main objective of this study is to determine the relationship between organization culture and employees’ turnover intention in an organization. Four o...
| Main Author: | |
|---|---|
| Format: | Final Year Project Report / IMRAD |
| Language: | English |
| Published: |
Universiti Malaysia Sarawak, UNIMAS
2010
|
| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/6786/ http://ir.unimas.my/id/eprint/6786/10/The%20relationship%20between%20selected%20organizational%20culture...%28fulltext%29.pdf |
| _version_ | 1848835997568073728 |
|---|---|
| author | Ng,, Kee Kee. |
| author_facet | Ng,, Kee Kee. |
| author_sort | Ng,, Kee Kee. |
| building | UNIMAS Institutional Repository |
| collection | Online Access |
| description | E
mployees tend to demonstrate turnover intentions when organization c
ulture
was not
match with
their expectation
. The main objective of this study is to determine the
relationship between organization culture and employees’ turnover intention in an
organization. Four organization culture were selected namely job challenge,
teamwork, innovation and fairness.
Sixty
re
spondents from
a selected construction
organization
were participated in this study and the data was analyzed by using
Statistical Packages for the Social Sciences (SPSS) Version 17. T
-
Test, ANOVA,
Pearson Coefficient Correlation and Simple Linear Regressi
on were used to test the
research hypotheses. Findings of this study showed that
all four selected organization
culture have
a significant and weak negative relationship
with
employees’ turnover
intention in
that particular organization
.
Results also showe
d
there is no difference
between selected respondents from difference demographic characteristics (gender,
age and education) level in term of their turnover intention.
I
nnovation was the
dominant factor among all independent variables that influencing emp
loyee’s
turnover intention in an organization.
Therefore, this study provides a perspective on
link between organization culture and turnover intention among their employees. It is
suggested to the management can effectively manage employees’ turnover inte
ntions
by emphasis on the norms of organization cultures. |
| first_indexed | 2025-11-15T06:16:46Z |
| format | Final Year Project Report / IMRAD |
| id | unimas-6786 |
| institution | Universiti Malaysia Sarawak |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-15T06:16:46Z |
| publishDate | 2010 |
| publisher | Universiti Malaysia Sarawak, UNIMAS |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | unimas-67862024-01-05T07:14:01Z http://ir.unimas.my/id/eprint/6786/ The relationship between selected organizational culture and employees' turnover intentions Ng,, Kee Kee. HD Industries. Land use. Labor E mployees tend to demonstrate turnover intentions when organization c ulture was not match with their expectation . The main objective of this study is to determine the relationship between organization culture and employees’ turnover intention in an organization. Four organization culture were selected namely job challenge, teamwork, innovation and fairness. Sixty re spondents from a selected construction organization were participated in this study and the data was analyzed by using Statistical Packages for the Social Sciences (SPSS) Version 17. T - Test, ANOVA, Pearson Coefficient Correlation and Simple Linear Regressi on were used to test the research hypotheses. Findings of this study showed that all four selected organization culture have a significant and weak negative relationship with employees’ turnover intention in that particular organization . Results also showe d there is no difference between selected respondents from difference demographic characteristics (gender, age and education) level in term of their turnover intention. I nnovation was the dominant factor among all independent variables that influencing emp loyee’s turnover intention in an organization. Therefore, this study provides a perspective on link between organization culture and turnover intention among their employees. It is suggested to the management can effectively manage employees’ turnover inte ntions by emphasis on the norms of organization cultures. Universiti Malaysia Sarawak, UNIMAS 2010 Final Year Project Report / IMRAD NonPeerReviewed text en http://ir.unimas.my/id/eprint/6786/10/The%20relationship%20between%20selected%20organizational%20culture...%28fulltext%29.pdf Ng,, Kee Kee. (2010) The relationship between selected organizational culture and employees' turnover intentions. [Final Year Project Report / IMRAD] (Unpublished) |
| spellingShingle | HD Industries. Land use. Labor Ng,, Kee Kee. The relationship between selected organizational culture and employees' turnover intentions |
| title | The relationship between selected organizational culture and employees' turnover intentions |
| title_full | The relationship between selected organizational culture and employees' turnover intentions |
| title_fullStr | The relationship between selected organizational culture and employees' turnover intentions |
| title_full_unstemmed | The relationship between selected organizational culture and employees' turnover intentions |
| title_short | The relationship between selected organizational culture and employees' turnover intentions |
| title_sort | relationship between selected organizational culture and employees' turnover intentions |
| topic | HD Industries. Land use. Labor |
| url | http://ir.unimas.my/id/eprint/6786/ http://ir.unimas.my/id/eprint/6786/10/The%20relationship%20between%20selected%20organizational%20culture...%28fulltext%29.pdf |