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The Relationship Between Internal Organizational Enviroment And Intention To Leave Among Employees In The Oil And Gas Based Organizations


Mohammad, A. Al-Rabiah (2016) The Relationship Between Internal Organizational Enviroment And Intention To Leave Among Employees In The Oil And Gas Based Organizations. Doctoral thesis, Asia e University.

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Abstract

This thesis investigates the relationship between dimensions of internal organizational environment (IOE), socio-demographic profiles and intention to leave among employees in oil and gas-based organizations (O&GBO). It is also aimed to identify the significant contributors of the dimensions of internal organizational environment and socio-demographic profiles of the respondents’ with intention to leave. Previous turnover studies emphasized the primacy of intention to leave (ITL) as an immediate precursor of actual turnover. Anticipating the lower response rate, a total sample of 773 were identified out of 5562 population. Data were obtained from 400 respondents working for O&GBO via self-administered email questionnaire. After conducting the data integrity and sanity, the responses were analyzed to answer the five objectives of the study while testing the null hypotheses. The dimension of Internal Organizational Environment (IOE) in this study consists of job satisfaction, organizational commitment, compensation and benefits, training and development, and leadership practices. The findings suggest that there is a significant relationship between the components of IOE and intention to leave. Internal Organizational Environment contributes 23% towards the intention to leave among employees in the selected O&GBO. The outcome of this research contributes to planning and implementing talent retention strategies particularly among oil and gas-based organizations. Recommendations were addressed to HRM practitioners to re-evaluate the compensation and benefits package, to put emphasis on employee learning and development, highlighting an essential for managerial training to improve the work environment and communication within the organization. Several suggestions for future research are presented. If the antecedents of intention to leave can be identified, appropriate HRM practices may minimize the dysfunctional turnover of highly talented employees.

Item Type: Thesis (Doctoral)
Subjects: H Social Sciences > HD Industries. Land use. Labor
Divisions: School of Graduate Studies
Depositing User: Ms Nur Liyana Abd Halil
Date Deposited: 17 Aug 2017 01:58
Last Modified: 09 Nov 2017 07:53
URI: http://ur.aeu.edu.my/id/eprint/78

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