Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention

Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention

Employee retention is one of the biggest challenges of human resource management in various organizations especially manufacturing firms due to the high turnover rate and numerous disadvantages which cannot be eliminated. The purpose of this research is to provide recommendations t...

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Những tác giả chính: Trần, Lan Hương, Trần, Duy Liên, Ching-Hsiang Liu
Định dạng: Conference paper
Ngôn ngữ:Vietnamese
Được phát hành: Ton Duc Thang University, Hochiminh city, Vietnam 2023
Truy cập trực tuyến:https://scholar.dlu.edu.vn/handle/123456789/2739
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Thư viện lưu trữ: Thư viện Trường Đại học Đà Lạt
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language Vietnamese
description Employee retention is one of the biggest challenges of human resource management in various organizations especially manufacturing firms due to the high turnover rate and numerous disadvantages which cannot be eliminated. The purpose of this research is to provide recommendations to enhance the employee retention of Dien Quang Company by investigating various factor effects on employees’ intention to stay and intention to leave. Therefore, demographic factors, recognition, career development, supervision, and interpersonal relationship were employed to clarify their influences on both intention to stay and intention to leave. Multivariate regression model was used to analyze the correlation between dependent variables and their determinants. 350 blue collar workers of the company participated in the survey but only 302 were qualified for t he research sample. The results showed that recognition increases employees' intention to stay but has no significant effect on intention to leave. Career development and supervision have positive impacts on employee intention to stay but negative influences on intention to leave. Besides, interpersonal relationship has a positive effect on intention to leave but insignificant correlation is found with intention to stay. Therefore, it is suggested that the company should focus on enhancing employees' commit ment through recognition, career development, and supervision as key elements of their employee retention strategies. Additionally, caring about their personal information to assign them appropriate positions and supports are also recommended. Besides, proposing flexible solutions in helping these employees to have a work-life balance, especially in their interpersonal relationship will also be highlighted. Recommendations are provided for not only Dien Quang Company but also other manufacturing enterprises which operate on same field in Vietnam.
format Conference paper
author Trần, Lan Hương
Trần, Duy Liên
Ching-Hsiang Liu
spellingShingle Trần, Lan Hương
Trần, Duy Liên
Ching-Hsiang Liu
Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention
author_facet Trần, Lan Hương
Trần, Duy Liên
Ching-Hsiang Liu
author_sort Trần, Lan Hương
title Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention
title_short Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention
title_full Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention
title_fullStr Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention
title_full_unstemmed Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention
title_sort tran lan huong 2015 - a quantitative investigation of various factor effects on employee intention
publisher Ton Duc Thang University, Hochiminh city, Vietnam
publishDate 2023
url https://scholar.dlu.edu.vn/handle/123456789/2739
_version_ 1785973253397807104
spelling oai:scholar.dlu.edu.vn:123456789-27392023-12-13T03:19:44Z Tran Lan Huong 2015 - A Quantitative investigation of various factor effects on employee intention Trần, Lan Hương Trần, Duy Liên Ching-Hsiang Liu Employee retention is one of the biggest challenges of human resource management in various organizations especially manufacturing firms due to the high turnover rate and numerous disadvantages which cannot be eliminated. The purpose of this research is to provide recommendations to enhance the employee retention of Dien Quang Company by investigating various factor effects on employees’ intention to stay and intention to leave. Therefore, demographic factors, recognition, career development, supervision, and interpersonal relationship were employed to clarify their influences on both intention to stay and intention to leave. Multivariate regression model was used to analyze the correlation between dependent variables and their determinants. 350 blue collar workers of the company participated in the survey but only 302 were qualified for t he research sample. The results showed that recognition increases employees' intention to stay but has no significant effect on intention to leave. Career development and supervision have positive impacts on employee intention to stay but negative influences on intention to leave. Besides, interpersonal relationship has a positive effect on intention to leave but insignificant correlation is found with intention to stay. Therefore, it is suggested that the company should focus on enhancing employees' commit ment through recognition, career development, and supervision as key elements of their employee retention strategies. Additionally, caring about their personal information to assign them appropriate positions and supports are also recommended. Besides, proposing flexible solutions in helping these employees to have a work-life balance, especially in their interpersonal relationship will also be highlighted. Recommendations are provided for not only Dien Quang Company but also other manufacturing enterprises which operate on same field in Vietnam. 762-777 2023-06-21T02:17:47Z 2023-06-21T02:17:47Z 2015-06-04 Conference paper Khác https://scholar.dlu.edu.vn/handle/123456789/2739 vi The 2nd International Conference on Finance and Economics Alexander, J., Lichtenstein, H.J.O., & Ullman, E. (1998). A causal model of voluntary turnover among nursing personnel in long-term psychiatric settings. Research in Nursing and Health, 21, 415-427. Allen, D., Bryant, P., & Vardaman, J. (2010). Retaining talent: Replacing misconceptions with evidencebased strategies. Academy of Management Perspectives, 24, 48-64. Arnold, E. (2005). Managing human resources to improve employee retention. The Health Care Manager, 24 (2), 132-140. Barrier, M. 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