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The Impact of Motivation Enhancing Practices and Mediating Role of Talent Engagement on Turnover Intentions: Evidence from Malaysia

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Listed:
  • Syed Haider Ali Shah

    (Faculty of Economics and Administration, University of Malaya, Malaysia,)

  • Loo-See Beh

    (Faculty of Economics and Administration, University of Malaya, Malaysia.)

Abstract

Employees are the backbone of any organization. Engaged and motivated employees enable the organization to gain the competitive advantage. Retention of employees is the main concern of organization now a days. The purpose of this study was to examine the direct relationship of motivation enhancing practices on turnover intentions and through talent engagement (job engagement and organization engagement) among the managers in hotel industry in Kuala Lumpur. This study investigated engagement in two dimensions. A total of 560 questionnaires were distributed to managers, who were working in three star, four star and five star hotels located in Kuala Lumpur. Structural equation modeling was applied to test the hypotheses. The study found that motivation enhancing practices (employee recognition, salary and perks, performance feedback, opportunities for advancement and development job security and workload) have significant negative relationship with employees’ turnover intentions. The interesting finding is that job engagement does not mediate between the motivation enhancing and turnover intentions while organization engagement statistically significant mediates the relationship. The findings of this study is important for hotels management to implement these motivation enhancing practices. Management of hotels should pay more attention to these motivation enhancing practices in order to retain the potential managers

Suggested Citation

  • Syed Haider Ali Shah & Loo-See Beh, 2016. "The Impact of Motivation Enhancing Practices and Mediating Role of Talent Engagement on Turnover Intentions: Evidence from Malaysia," International Review of Management and Marketing, Econjournals, vol. 6(4), pages 823-835.
    • Handle: RePEc:eco:journ3:2016-04-23
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    References listed on IDEAS

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    1. Alfes, Kerstin & Shantz, Amanda & Truss, Catherine & Soane, Emma, 2013. "The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model," LSE Research Online Documents on Economics 42345, London School of Economics and Political Science, LSE Library.
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    Cited by:

    1. Han, Xiaoyun & Zheng, Yundan & Prentice, Catherine & Chen, Shuping, 2024. "Firm engagement: Scale development and verification," Journal of Retailing and Consumer Services, Elsevier, vol. 80(C).
    2. Muhammad Iqbal Khan & Syed Haider Ali Shah & Aftab Haider & Shahab Aziz & Munaza Kazmi, 2020. "The Role of Supervisor Support on Work-Family Conflict and Employee Turnover Intentions in the Workplace with Mediating Effect of Affective Commitment in Twin Cities in the Banking Industry, Pakistan," International Review of Management and Marketing, Econjournals, vol. 10(6), pages 42-50.
    3. Syed Haider Ali Shah & Afshan Sultana & Ambreen Gul & Shakeel Sajjad & Shahab Aziz & Abdul Basit & Abdullah Qadir, 2020. "Transformational Leadership Influence on Innovation Directly and Indirectly through Affective Commitment in Hotel Industry of Malaysia," International Review of Management and Marketing, Econjournals, vol. 10(6), pages 22-28.

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    More about this item

    Keywords

    Motivation Enhancing Practices; Talent Engagement; Structural Equation Modeling;
    All these keywords.

    JEL classification:

    • H10 - Public Economics - - Structure and Scope of Government - - - General
    • B10 - Schools of Economic Thought and Methodology - - History of Economic Thought through 1925 - - - General

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