Article: Employee retention and unfair labour practices: perspective from Malaysian hotel industry Journal: Middle East Journal of Management (MEJM) 2020 Vol.7 No.6 pp.557 - 581 Abstract: The purpose of this research is to investigate whether union membership will moderate the relationship between leader-member-exchange (LMX), psychological contract fulfilment and employee retention and also the impact of human resource management practices. A quantitative study with structural equation modelling is used on data for this research which obtained through a survey of 258 frontlines hotel industry employees. It shows that frontlines hotel industry employees are more concerned with career development, rewards and incentives, and performance appraisal as the main objective for remaining in the organisation. Trade union membership moderated the relationship between psychological contract fulfilment and employee retention and also moderate the LMX and psychological contract fulfilment relationship. The level of retention and psychological contract fulfilment among unionised workers is higher than the non-unionised workers. The findings of this research provide new directions for future research and also enlightened the hotels' management, Malaysian Association of Hotel and the government. Inderscience Publishers - linking academia, business and industry through research

Title: Employee retention and unfair labour practices: perspective from Malaysian hotel industry

Authors: Ramesh Kumar Moona Haji Mohamed; Che Supian Mohamad Nor; Charles Ramendran S.P.R. Subramaniam; T. Ramayah

Addresses: Faculty of Business and Finance, Universiti Tunku Abdul Rahman, Malaysia ' School of Distance Education, Universiti Sains Malaysia, Malaysia ' Faculty of Business and Finance, Universiti Tunku Abdul Rahman, Malaysia ' School of Management, Universiti Sains Malaysia, Malaysia

Abstract: The purpose of this research is to investigate whether union membership will moderate the relationship between leader-member-exchange (LMX), psychological contract fulfilment and employee retention and also the impact of human resource management practices. A quantitative study with structural equation modelling is used on data for this research which obtained through a survey of 258 frontlines hotel industry employees. It shows that frontlines hotel industry employees are more concerned with career development, rewards and incentives, and performance appraisal as the main objective for remaining in the organisation. Trade union membership moderated the relationship between psychological contract fulfilment and employee retention and also moderate the LMX and psychological contract fulfilment relationship. The level of retention and psychological contract fulfilment among unionised workers is higher than the non-unionised workers. The findings of this research provide new directions for future research and also enlightened the hotels' management, Malaysian Association of Hotel and the government.

Keywords: employee retention; psychological contract fulfilment; SEM; leader-member-exchange; LMX; hotel industry; discrimination; unfair labour practices.

DOI: 10.1504/MEJM.2020.110663

Middle East Journal of Management, 2020 Vol.7 No.6, pp.557 - 581

Received: 02 Jul 2019
Accepted: 09 Nov 2019
Published online: 27 Oct 2020 *

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Title: Employee retention and unfair labour practices: perspective from Malaysian hotel industry

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