Abstract
Abstract
By
NIK AFIAH ABDUL HALIM
Dissertation Submitted to
Othman Yeop Abdullah Graduate School of Business,
Universiti Utara Malaysia,
in Fulfillment of the Requirement for the Master Degree of
Human Resource Management
PERMISSION TO USE
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ABSTRACT
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ABSTRAK
Perletakan jawatan atau penamatan perkhidmatan oleh pekerja secara sukarela amat
membimbangkan bagi semua organisasi di seluruh dunia. Jumlah perletakan jawatan
yang terlalu tinggi dapat memberi kesan yang serius serta dapat menghalang sesebuah
organisasi dari mencapai matlamat yang telah ditetapkan. Perletakan jawatan oleh
pekerja harus dikaji dengan teliti bagi mengenalpasti kerugian sebenar syarikat dan
pada masa yang sama juga mengenalpasti punca pekerja meninggalkan syarikat. Oleh
yang demikian, skop kajian ini disasarkan kepada pekerja pengurusan pertengahan di
Tenaga Nasional Berhad berikutan kumpulan ini telah menyumbang kepada jumlah
perletakan jawatan tertinggi di syarikat ini, yang mana 200 daripada 2270 pekerja
pengurusan pertengahan telah meninggalkan syarikat dalam tempoh lima (5) tahun
bermula dari 1 Januari 2008 sehingga 31 Disember 2012.
TNB kini mengalami kesulitan akibat kekurangan tenaga kerja yang kompeten di
dalam perluasan bisnes luar negara yang juga pada masa yang sama perlu
mempertahankan bisnes teras di Semenanjung Malaysia. Sehubungan dengan itu,
tujuan sebenar kajian ini dijalankan adalah bagi mengenalpasti faktor-faktor yang
boleh mempengaruhi niat atau hasrat untuk meninggalkan syarikat di kalangan
pekerja pengurusan pertengahan di TNB.
Keputusan daripada analisa regrasi menunjukkan faktor gaji dan ganjaran faedah,
pembangunan kerjaya, penghargaan dan kepimpinan pengurusan tertinggi mempunyai
55.5% variasi terhadap hasrat untuk meletakkan jawatan. Hasil daripada kajian ini
juga mengesahkan bahawa faktor gaji dan ganjaran faedah dan kepimpinan
pengurusan tertinggi mempunyai signifikasi hubungan dengan hasrat untuk meletak
jawatan. Walau bagaimanapun, pembangunan kerjaya dan penghargaan tidak
mempunyai hubungan dengan hasrat untuk meletak jawatan. Rumusan daripada
kajian ini menjelaskan gaji dan ganjaran faedah adalah faktor tertinggi yang
mempengaruhi hasrat untuk meletak jawatan di kalangan pekerja pengurusan
pertengahan. Ini menunjukkan bahawa faktor gaji dan ganjaran faedah merupakan
pemangkin atau motivasi utama kepada kebanyakan pekerja pengurusan pertengahan
di TNB berdasarkan kepada proses teori dalam mengekalkan kesetiaan pekerja
terhadap organisasi.
Kata kunci: Hasrat untuk Meletak Jawatan, Gaji dan Gajaran Faedah, Pembangunan
Kerjaya, Penghargaan dan Kepimpinan Pengurusan Tertinggi
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ACKNOWLEDGEMENT
First and above all, I am grateful to Allah the Almighty who gave me a great strength,
courage, patience, health, energy and ability to accomplish my dissertation.
Encouragement, helpful advices, corrections and overall support are the key elements
that assist me along the completion of the dissertation. I would like to express my
deepest gratitude to my supervisor, Dr. Tan Fee Yean for her valuable guidance,
immense knowledge, enthusiasm and cooperation. I could not have imagined having a
better supervisor and mentor through the learning process of this Master dissertation.
Acknowledgement would be incomplete without extending my gratitude to my
mother, Puan Nik Saidah Nik Mohamed for her endless love, which has always
supported, encouraged, believed in me and prays for my health and successful
completion of my dissertation. I love my mom so much, and I would not have made it
this far without her. In addition, I would like to thank my husband, Mohd. Faizal for
his love, kindness, understanding and support through the duration of my studies. He
has thought me so much about sacrifice, discipline and compromise.
Last, but by no means least, special thank to my best friends and colleagues who
inspired my final effort despite the enormous work pressures that I am facing. I have
been fortune to come across many funny and good friends. Without them, my life
would be bleak.
Thank you
TABLE OF CONTENTS
PERMISSION TO USE
ABSTRACT
ABSTRAK
ACKNOWLEDGEMENT
TABLE OF CONTENTS
LIST OF TABLES
LIST OF FIGURE
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6.0 REFERENCES
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7.0 APPENDICES
Appendix A
Appendix B
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LIST OF TABLES
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LIST OF FIGURES
Figure 1.1 The Plan Lays Down the Path Towards Realizing TNB Vision
of Global Leadership
Figure 1.2 Exit Interview Results by Reasons
Figure 1.3 Satisfaction Scores by Engagement Factor
(Summary of Findings)
Figure 2.1 Turnover Classification Scheme
Figure 2.2 Theoretical Framework
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CHAPTER 1
INTRODUCTION
1.1
BACKGROUND OF STUDY
Tenaga Nasional Berhad (TNB) is the largest electricity utility in Malaysia and also
the largest power company in Asia with almost RM87 billion in assets. The Company
is listed on the main board of Bursa Malaysia and employs 33,500 people to serve an
estimated 8.3 million customers in Peninsular Malaysia and also the eastern state of
Sabah through Sabah Electricity Sdn. Bhd. (SESB).
Set up as the Central Electricity Board (CEB) of the Federation of Malaya in 1949,
TNB has powered national development efforts for more than 60 years by providing
reliable and efficient electricity services. While concentrating on three core business
(generating, transmitting and distributing) electricity, TNB has diversified their
business into the manufacture of transformers, high voltage switchgears and cables,
the provision of professional consultancy services, architectural, repair and
maintenance and also engages in research and development, property development,
management services and academic services through its university, Universiti Tenaga
Nasional (UNITEN). In Peninsular Malaysia, TNB is the major contributor to the total
industry capacity through eight thermal stations and three major hydroelectric
schemes. The company also owns and operates their Independent Power Producer
located in Pakistan.
In 2005, the Company embarked on a 20-Year Strategic Plan which TNB believes in
providing service excellence and aims to attain global leadership by 2021. The greater
1
The contents of
the thesis is for
internal user
only
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