TY  - CONF
ID  - library_repository1173
UR  - https://library.oum.edu.my/repository/1173/
A1  - Sarita Beram Shah @ Rajaram, 
A1  - Mohamad Afzhan Khan Bin Mohamad Khalil, 
A1  - Raemah Abdullah Hashim, 
Y1  - 2019///
N2  - Employee retention has received much attention especially in Western world. However
it has generated limited empirical research in Malaysia despite its perennial importance.
Employee retention can improve the organisation?s competitive advantage which is
currently one of the biggest challenges faced by organisations. Low employee retention
or in other words, high employee turnover in Malaysia hovered around 16%from 2009
to 2016 and out of which, 78% of the total turnover was contributed by the
manufacturing sector. The working environment in the manufacturing sector is
generally more hazardous and strenuous in nature comparatively with other sectors.
Additionally, Generation Y representing over 50% of the total work force and hold
predominant role in the employment market in Malaysia are known to have different
work values as compared to their predecessor generations thus making employee
retention even more complex. Therefore, organisations should not structure a one-sizefit-
all and generic employee retention practices. Instead careful planning and
implementation of human resources practices will be required with the aim to retain
Generation Y at their workplace. Moreover, it has been argued that monetary human
resource practices i.e. compensation and pay is no longer sustainable and instrumental
for employee retention. Hence, in this light, this study focuses on non-monetary human
resource practices such career development, succession planning and work life balance
to prove its 7 research hypotheses where there are other human resource practices
beyond compensation which could retain employees. The Generation Y work values
do have mediating effect in the relationship of the human resource practices and
employee retention. Additionally, the population of this study will be individuals
employed in the electrical and electronics manufacturing organisations and the sample
size will be a minimum of 384. A mixed method research will be employed to integrate
the quantitative and qualitative research with the aim of providing a more complete
understanding of the research problem. (Abstract by authors)
KW  - Work Values
KW  -  Malaysia
KW  -  Employee Retention
KW  -  Career Development
KW  -  Succession Planning
KW  -  Worklife Balance
TI  - Mediating effects of generation Y work values? in human resource practices and employee retention in Malaysia
AV  - public
M2  - Kuala Lumpur
T2  - International Conference on Education (ICE 2019)
ER  -