Promoting Employees’ Loyalty: Incorporating the Turnover Models Approach

摘要

Many researchers have tried to find the answer to this question—what triggers employees’ intention to stay. Some argued that it is related to individual factors and others said it is related to the organisation. Thus, this study will shed some lights in understanding theissues discussed. Findings from literature suggest that pay, promotions, supervisory or peer-group relationship, expected utility of alternative internal work roles, expected utility of external work roles, non-work values and contingencies, training opportunities, promotional opportunities,constituent attachments and kinship are directly related to Human Resource Management (HRM) practices; in which if managed properly they will lead to job satisfaction and organisational commitment. Therefore, it can be concluded that companies need to properly select the most appropriate HRMpractices or attributes which are significant to their companies’ setting and the environment. This is due to the fact that they provide significant impact towards influencing the employee’s intention to stay.