Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia

• Main Author: Md Lazim, Mohd Zin
• Format: Thesis
• Language: English; English
• Published: 2012
• Subjects: HD28-70 Management. Industrial Management
• Online Access: http://etd.uum.edu.my/3478/1/s91531.pdf; http://etd.uum.edu.my/3478/8/s91531.pdf; http://etd.uum.edu.my/3478/
• Institution: Universiti Utara Malaysia

This thesis examines the direct relationship between rewards, leadership styles, and ergonomic practices and intention to stay and perceived organizational support. It also examines the mediating effect of organizational support on the relationship between rewards, leadership styles, and ergonomic practices and intention to stay. Finally, the thesis examines the moderating effect of job stress on the relationship between perceived organizational support and intention to stay. A total of 832 questionnaires were mailed to the representatives of organizations that have agreed to participate in this study. Out of 832, only 220 questionnaire were returned. However, only 178 were usable for further analysis, representing a response rate of 21.39%. Hypotheses for direct and mediating effect were tested using multiple regression analyses, and hypotheses for interacting effect were tested using hierarchical multiple regression. Results showed that rewards, ergonomic practices and transformational leadership (idealized influence) were positively and significantly related to intention to stay. However, only one dimension of transactional leadership (management by exception – active) was found negatively and significantly related to intention to stay. Results also showed that salary, flexible work schedule, ergonomic practices, idealized influence and laissez-faire were significantly related to perceived organizational support. Meanwhile, results from regression analysis showed that perceived organization support mediate the relationship between salary, flexible work schedule, ergonomic practices, and transformational leaderships (idealized influence) and intention to stay. Furthermore, results from hierarchical multiple regressions showed that job stress moderate the relationship between perceived organization support and intention to stay. Implications of the findings, potential limitations, and directions for future research are discussed.