The relationship between organizational culture and employees' turnover intentions

Tiew, Lee Thing (2009) The relationship between organizational culture and employees' turnover intentions. [Final Year Project Report / IMRAD] (Unpublished)

	PDF Tiew Lee Thing (ABSTRACT).pdf Download (703kB)
	PDF (Please get the password by email to repository@unimas.my , or call ext: 3914 / 3942 / 3933) Tiew Lee Thing.pdf Restricted to Registered users only Download (32MB)

Abstract

Human resource is the most important asset in an organization. However, retaining talents becomes difficult especially for hotel industry. Individual-organization congruence becomes important nowadays as individuals tend to demonstrate turnover intentions when they fail to adopt and fit with organization culture. The main focus of this study is to examine influence of five selected organizational culture factors, on employees' turnover intentions. The organizational culture factors are job challenge, communication, innovation, reward orientation, and employee empowerment. This study involved 60 respondents from Sentosa Regency Hotel in Alor Star, Kedah. Survey methodology was conducted where questionnaires were constructed and distributed using simple random sampling method. Two-Tailed T-test, Two-Way ANOVA, Pearson Coefficient Correlation, and Simple Linear Regression (Stepwise) were employed to test the research hypotheses. The findings of the study indicated that selected demographic variables (gender, age, and education level) have no significant difference with turnover intentions. Besides, result showed that organizational culture factors were negatively related with turnover intentions. However, weak relationships were existed for all organization culture factors. Employee empowerment was the most influential and dominant factor contributes to the respondents' turnover intentions. Organizational culture factor of innovation was the second dominant factor contributes to turnover intentions. This study contributes to a better understanding of the influence of organization culture towards employees' withdrawal cognition among employees in hospitality industry. Organization should put emphasis on the match between individual and organization culture to diminish turnover intentions among employees.

Actions (For repository members only: login required)

View Item