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Perceived Human Resource Management Practices and Intention to Stay in Private Higher Education Institutions in Malaysia: The Role of Organizational Citizenship Behaviour

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  • Hafinas Halid
  • Daisy Mui Hung Kee
  • Noor Fareen Abdul Rahim

Abstract

Addressing the problem of lecturer turnover in Malaysia, this study investigated the motivations behind the intention of employees to stay in private higher education institutions (PHEIs) in Malaysia, with a focus on the relationship between the perceived practices of human resource management (HRM) and the intention to remain at Malaysia’s PHEIs. Based on the social exchange theory (SET), this article proposed that the perceived HRM practices at those institutions are uniquely positioned to support employee intention to stay, particularly with the intervention of organizational citizenship behaviour (OCB). Data from 323 lecturers working at PHEIs in Malaysia confirm this model. Based on the analysis, this study revealed that recruitment and selection; training and development; and rewards and recognition all had a meaningful relationship with the intention to stay. In contrast, notably, performance appraisal did not have any significant relationship with the intention to stay.

Suggested Citation

  • Hafinas Halid & Daisy Mui Hung Kee & Noor Fareen Abdul Rahim, 2024. "Perceived Human Resource Management Practices and Intention to Stay in Private Higher Education Institutions in Malaysia: The Role of Organizational Citizenship Behaviour," Global Business Review, International Management Institute, vol. 25(1), pages 162-179, February.
    • Handle: RePEc:sae:globus:v:25:y:2024:i:1:p:162-179
    DOI: 10.1177/0972150920950906
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    References listed on IDEAS

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    1. Barry Gerhart, 2005. "Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(2), pages 174-185.
    2. Barry Gerhart, 2005. "Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 16(2), pages 174-185.
    3. Melissa Wane Manogharan & Thinagaran Thivaharan & Radziah Abd Rahman, 2018. "Academic Staff Retention in Private Higher Education Institute - Case Study of Private Colleges in Kuala Lumpur," International Journal of Higher Education, Sciedu Press, vol. 7(3), pages 1-52, June.
    4. 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.
    5. Esmaeil Yaghoubi & Sina Mashinchi & Abdollahi Hadi, 2011. "An Analysis of Correlation between Organizational Citizenship Behavior (OCB) and Emotional Intelligence (EI)," Modern Applied Science, Canadian Center of Science and Education, vol. 5(2), pages 119-119, April.
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    Cited by:

    1. Md. Shahadat Hossain & Md. Abdul Momen & Mridul Kanti Das & Md. Sajib Pervej, 2024. "Green HRM Practices and Employees’ in Role Behavior: Mediating Effect of Organizational Citizenship Behavior towards the Environment in the Banking Sector of Bangladesh," International Journal of Research and Scientific Innovation, International Journal of Research and Scientific Innovation (IJRSI), vol. 11(9), pages 831-847, September.

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