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What makes employees want to stay? A study in the Malaysian manufacturing sector

机译：让员工想要留下的是什么？马来西亚制造业研究

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摘要

An organization's employee retention rate can signal a source of competitive advantage or risk. Yet, many of the factors that can affect retention rates have not been adequately studied, particularly in sectors where competition for highly qualified employees is fierce, such as the Malaysian manufacturing industry. To assess the impact of three categories of organizational initiatives-performance management, rewards and recognition, and hiring and promotion practices-on employee retention in Malaysia, researchers polled 130 employees in a semiconductor manufacturing facility. They also examined the moderating role of work environment and job design. Using a structural equation approach to analyze several hypothesized relationships, the researchers found that performance management, as well as rewards and recognition, had a significant impact on employees' willingness to remain with their employer, and that work environment and job design significantly moderated the relationship between hiring and promotion and employee retention. Employers that wish to improve their employee retention rate can begin by strengthening human resources practices that foster employee engagement and commitment.
机译：组织的员工保留率可以发出竞争优势或风险的来源。然而，许多可能影响保留率的因素都没有得到充分研究，特别是在高素质员工竞争激烈的部门中，如马来西亚制造业。为了评估三类组织倡议的影响 - 绩效管理，奖励和认可，以及招聘和促进员工保留的马来西亚，研究人员在半导体制造工厂中投票130名员工。他们还检查了工作环境和工作设计的调节作用。使用结构方程方法来分析几个假设关系，研究人员发现，绩效管理以及奖励和识别，对员工留在雇主的意愿产生了重大影响，并且工作环境和工作设计明显更进一体地调节了这种关系招聘与促进和员工保留之间。希望提高员工保留率的雇主可以通过加强促进雇员参与和承诺的人力资源实践开始。

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