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1 C"), &ýays4ý1 NIM Faculty of Cognitive Sciences and Human Development THE RELATIONSHIP BETWEEN REALISTIC JOB PREVIEW ANI)'I'URNOVER INTENTION: JOB SATISFACTION AS MEDIATOR Nur Aida Binti 111ohd Razali HF J63 N Bachelor of Science with Honours (Human Resource Development) 2010

2 P. KNIDMAT MAKLUMAT AKAD(MIK UNIMAI IUIIIIIIIIIIIIIA BORANG PENGESAHAN STATUS TESIS G SESI PENGAJIAN : 2od9 /10% 0 Saya NV RA lea MI /1rºoMl) R/}zALi (HURUF BESAR) mengaku membenarkan tesis " ini disimpan di Pusat Khidmat Makhnnat Akademik, Universiti Malaysia Sarawak dengan syarat-syarat kegunaan seperti berikut; 1. Tesis adalah hakmilik Universiti Malaysia Sarawak. 2. Pusat Khidmat Makiumat Akademik, Universiti Malaysia Sarawak dibenorkni membuat salinan untuk tujuan pengajian sahaja. 3. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibaurkan membuat pendigitan untuk membangunkan Pangkalan Data Kandiuigan Tempettan. 4. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibamtican membuat salinan tesis ini sebagai bahan pertukaran antara institusi pefgajian tinggi. "" sila tandakan (4) SULIT (Mengandungi maklumat yang ba+darjah keselamatan atau kepentingan seperti termaktub di dalam AKTA RAHSIA RASMI 1972) TERHAD (Mengandungi maklumat Terhad ya, pgtelah ditaitukan okh organisasi/badan di mane penyeli dijalankan) v TIDAK TERHAD 4 ý -4 (TANDATANGAN PENULIS) (TANDATANGAIi PENYELIA) Alamat Tetap: ýoin BNARv kýýawiatj Tarikh :1o ti r, fikn: (0 iß- ý10 Catatan: " Tess dimaksudkan sebapi tesis boo Ijaah Doktor Falnafah, Sarjarra don Swjw Mods "Jika tesis ini SULIT atau TERHAD, sib Inupiiiunt swat duipada pibslc bertuwaotlsnipsi bateoaan daye sekali sebab don tempob tesis ini pedu dihelaskan sebapi TERHAD. mnaynlslan

3 Pengesahaa Hasil Kerja Asal Pelajar (Bahasa Iaggeris) Statement of Originality The work described in this Final Year Project, entitled "The Relationship between Realistic Job Preview and Turnover Intention: Job Satisfaction as Mediator is to the best of the author's knowledge that of the author except where due reference is made. $ (10 May 2010) ( Nur Aida Binti Mahd Razati) 20459

4 L... Ki; ltllilý _...:, yý: ýi1crýa º. Jºrýýýp THE RELATIONSHIP BETWEEN REALISTIC JOB PREVIEW AND TURNOVER INTENTION: JOB SATISFACTION AS MEDIATOR Nur Aida Bt Mohd Razali This project is submitted in partial fulfilment of the requirements for a Bachelor of Science with Honours (Human Resource Development) Faculty of Cognitive Sciences and Human Development UNIVERSITI MALAYSIA SARAWAK (2010)

5 The project entitled `The Relationship between Realistic Job Preview and Turnover Intention: Job satisfaction as Mediator' was prepared by Nur Aida Bind Mohd Razali and submitted to the faculty of Cognitive Science and Human Development in partial fulfillment of the requirement for a Bachelor of Science with Honours Human Resource Development. aminae b """"""""""**"""4-""""""Kp w Date: ýýo E0... ld... Grade

6 ACKNOWLEDGEMENT First of all, I would like to thanks and praise the Almighty God for the blessing and strength that has given on me to go through this Final Year Project, KMS 3014 that I was finally able to finish this study. Next, I would like to give my sincere thanks to my supportive supervisor, Dr. Sopian Bujang, who had offered me so much advice, thought, time, professional guidance and constructive criticism and patiently supervising me and always guiding me in the right direction. I also would like to the entire lecturer in FCSHD, particularly to all the lecturer of HRD Department, thank you for the knowledge and guidance shared and for your help and valuable guidance to complete my Bachelor Degree. Special thanks also for both of my beloved parents, Mr. Razali Abdullah and Mrs. Robiah Abdullah, for your prayer, love, care and support. Thanks also to all my sisters and brothers for your support and advice. Your support and presence is very important to me in facing challenge during my study. Apart from that, thanks to Malaysia Airport Berhad (MAB) because accept me to make the study in this organization especially for Managerial level and to all employee for the cooperation in providing and support in completing this research by fulfilling the survey questionnaire. Finally, a great thanks to friends of HRD class of 2010, it's an opportunities and chance in knowing your all. It's was a great times with your all which from different place all over the country. I would like to thanks to everyone who helped me directly and indirectly. I really appreciate any help and contribution from all of you. Any person unmentioned here does not mean that being fob. People who really sincerely lend a hand to others do not expect for recognition, God will recognize those who help others and give them more than what they had given to others. The experiences that I have learned from them will be cherished forever. i

7 1; ',,a. ra 1"-'IA SARAWAK Pusat Khidmat Maklumat Akadcmik TABLE OF CONTENTS Acknowledgement Table of Content List of Figures List of Tables Abstract Abstrak ill vi vii vul Ix x CHAPTER 1 INTRODUCTION PAGE 1.0 Introduction 1.1 Background of Study 1.2 Problem Statement 1.3 Research Objective General Objective Specific Objective 1.4 Conceptual Framework 1.5 Research Hypothesis General Hypothesis Specific Hypothesis 1.6 Significance of the Study 1.7 Definition of Terms 1.8 Conclusion CHAPTER 2 LITERATURE REVIEW 2.0 Introduction 2.1 Realistic Job Preview Interview Web Based Information 2.2 Turnover Intention Job Satisfaction Relationship between realistic job preview job satisfaction 23 and turnover intention Empirical evidence supporting the relationship between realistic job preview job satisfaction and turnover intention Empirical evidence supporting the relationship between Interview, job satisfaction and turnover intention 2.5 Theory supporting the relationship between realistic job preview, 25 job satisfaction and turnover intention Herzberg's Two-Factor Theory Expectancy Theory 2.6 Conclusion 29 ii

8 CHAPTER 3 RESEARCH METHODOLOGY 3.0 Introduction Research Design Research Location, Population and Sample Research instrument Section A: Demographic Background Section B: Realistic Job Preview Section C: Job Satisfaction Section D: Turnover Intention 3.4 Data Collection Primary Data Secondary Data 3.5 Reliability and Validity Pilot Study 3.6 Actual Study Data Analysis Data Screening Collinearity Factor Analysis Psychometric Assessment Pearson Correlation Stepwise Regression Analysis 3.8 Conclusion 43 CHAPTER 4 FINDING AND DISCUSSION 4.0 Introduction Respondent Background Pearson Correlation Analysis Testing mediating result Discussions Conclusion 50 CHAPTER 5 SUMMARY RECOMMENDATION AND CONCLUSION 5.0 Introduction Summary of the Study Implication of the study Implication of theory Implication of research methodology Implication to Human Resource Practitioner Limitation of the Study Recommendations for Future Research Conclusion BIBILIOGRAPHY APPENDIX

9 LIST OF FIGURES Figure 1 Conceptual Framework 5 Figure 2 Mobley's Turnover Decision Process Model 28 Figure 3 Simple Random Sampling Formula 33 iv

10 LIST OF TABLES Table 3.1 Reliability Test Result 36 Table 3.2 Data Screening 38 Table 3.3 Item validity 40 Table 3.4 Goodness of Data 41 Table 3.5 Correlation Coefficient r Interpretation 42 Table 4.1 Participant Demographic 45 Table 4.2 Correlation Matrix Result for the Research Variable 46 Table 4.3 Result for Stepwise Regression Analysis with Job Satisfaction as the 48 Mediating Variable and Turnover Intention as the Dependent Variable V

11 ABSTRACT RELATIONSHIP BETWEEN REALISTIC JOB PREVIEW AND TURNOVER INTENTION. JOB SATISFACTION AS A MEDIATOR Nur Aida Binti Mohd Razali This study was conducted to examine the role of job satisfaction in the relationship between the Realistic job preview and turnover intention. In this study, data were collected through quantitative method which is questionnaire as instrumentation. There are 170 were successful collected from employees at Malaysia Airport Berhad Kuching, Sarawak. This study use stepwise regression analysis to test the hypothesis. The result show that job satisfaction did not act as a mediator in the relationship between realistic recruitment and turnover intention. This may due to differences of culture in an organization. Therefore, this research discusses the implication to the theory, research methodology and human resource practitioners. This study also discusses the limitation and future research direction. Vl

12 ABSTRAK HUB UNGAN DI ANTARA PENGAMBII. ANREALISTI%DANgEINGINAN UNTUIi BERHENTI ICERJA. KEPUASAN KERJA BERTI1VDAg SEBAGAI MEDIATOR Nur Aida Binti Mohd Razali Kajian ini telah d#alankan untuk mengkaji kesan kepuasan kerja sebagai mediator dalam perhubungan di antara pengambilan realistik dengan keinginan untuk berhenti kerya Kaedah kuantitatif telah digunakan untuk mendapatkan data iaitu dengan menggunakan borang soal selidik sebagai instrumentsasi. Borang soal selidik sebanyak 170 telah berjaya dikumpul daripada pekerja yatg berkhidmat di Malaysia Airport Berhad Kuching, Sarawak Keputusan pengtyian hipotesis menggunakan analisis stepwise regression telah menunjukan bahawa kepuasan kerja tidak bertindak sebagai mediator dalam perhubungan di antara pengambilan realistic dengan keinginan untuk berhenti kerja Dapatan kgjian im dipengaruhi oleh factor budaya dalam sesebuah organisasi. Justeru itu, kgjiae ini membincangkan implikasi terhadap teori, kaedah penyelidikan dan pengamal sumber manusia Kajian ini juga membincangkar tentang limitasi kajian dan cadangan kepadapengkaji akan datang. vii

13 CHAPTER 1 INTRODUCTION 1.0 Introduction This chapter will discuss on the background of the study, problem statement, research objectives, conceptual framework which is theoretical and conceptual framework, research hypotheses, significance of study, definition of term and conclusion for this section. The importance of this chapter is to construct a clear objective and guidelines for this study. It also shows the purpose of the study through problem statement by identify the gaps of previous research. I

14 1.1 Background of the Study Recruitment and selection is one of the important parts in human resource. Most of the researcher focus in the field of the recruitment process which is start from the year 1976 (Barber, 1998). Recruitment is a process to attract the candidate which has the skill, ability and knowledge and match with the position offered in the organization (Gatewood et al,. 2001). According to Belt (2002) the objective in the recruitment process is to find the candidate which has the ability to interaction and handle a very urgent situation and pressure situation. There has two concept that be used in the recruitment process such traditional and realistic recruitment (Wanous, 1975,1992). Wanous (1980) has stated, "the traditional philosophy of recruitment can be best summarized as the practice of selling the organization to outsiders" (p. 35). Although this may be a successful strategy in the short term, the long term risks are not without consequences. Most particularly, these risks include the potential for a type of reality shock resulting from the mismatch between a positively inflated pre-employment expectation and the reality of what life is really like inside the organization (Dugoni& Ilgen, 1981; Porter & Steers, 1973; Wanous, 1980). The most widely suggested method for dealing with this type of reality shock has been realistic recruitment, primarily in the form of the realistic job preview (RJP: Phillips, 1998). RJPs are popular research topic in organizational entry, having spurred a wealth of research and four meta-analyses (McEvoy & Cascio, 1985; Phillips, 1998; Premack & Wanous, 1985; Reilly, Brown, Blood, & Malatesta, 1981). The foundation of an RJP is to present job applicants with a "realistic" view of what it is like to work in that particular organization or job by including negative as well as positive information. This is because accurate information and receipt of information is an important aspect in the recruitment process (Buda & Charnov, 2003) because it is influence the perception every candidate to the organization 2

15 (Ganzach et al,. 2002). The concept of realistic recruitment emphasized because to ensure the organization get the qualification employees and skill that needed from them, besides can fulfill needs and requirements the candidate when they working in the organization (Wanous et al., 1992). There have several elements in the realistic recruitment to deliver information about the organization and position to the candidate such as video, interview, company presentation, written information such as booklets and organization web pages (Pitt & Ramaseshan, 1995; Casey, 2004; Raub & Streit, 2006). The elements are in the realistic recruitment affect the level of job satisfaction among the employees and will determine turnover in the organization (Raub & Streit, 2006). It is because employees who receive accurate and clear information through the elements used in realistic recruitment will achieve the level of job satisfaction because of expectation and their first experience working in the organization are consistent with the information conveyed during the recruitment process and it will be reduce the turnover among employees (Raub & Streit, 2006). In this research, researchers only focus on two elements in realistic job preview which is through the interview and web based information. 3

16 1.2 Problem Statement The process to attracting employee to join the organization is very important in the recruitment process and fulfills the applicant needs. Traditionally, most of the study about realistic recruitment explained about the elements in the realistic recruitment for example impact and importance of these elements in realistic recruitment (Ramaseshan, 1995; Raub & Streit, 2006). Further study showed that realistic recruitment affects the level of job satisfaction among the employees (Wanous, 1977; Meglino et al., Raub & Streit, 2006). While, more in depth study stated the realistic recruitment affect the turnover (Phillip, 1998; Premack & Wanous, 1985; Shetzer & Stackman, 1991) and the existence of relationships between elements in the realistic recruitment and turnover (Raub & Streit, 2006; Pitt & Ramaseshan, 1995). The information given in interview and organization web pages is the important element in the realistic recruitment. For example the employees who achieve the accurate and clear information about their job and organization through the interview and organization web pages likely to stay and will loyalty with the organization which is it will be reduces the turnover in the organization ( Raub & Streit, 2006). More deeply study of this relationship show that the realistic recruitment indirectly influence turnover through job satisfaction (Wanous, 1992; Pitt& Ramaseshan, 1995; Buda & Charnov, 2003; Raub & Streit, 2006). Although numerous studies about realistic job preview have been done, little is known about the mediating effect of job satisfaction in realistic job preview (Pitt & Ramaseshan, 1995; Raub & Streit, 2006). Hence, it motives the researcher to further explore this issue. 4

17 Pusat Khidmat Maklumat Akacicmsý U,,.,,ý. wcla fiqrawa. K 1.3 Research Objective 13.1 Main objective This study aims to measure the mediating effect of job satisfaction in the relationship between realistic job preview and turnover Specific objective " To examine the mediating effect of job satisfaction in the relationship between interview and turnover intention " To examine the mediating effect of job satisfaction in the relationship between web-based information and turnover intention. 1.4 Conceptual framework Figure of I shows the conceptual framework which has constricted based on literature review by Wanous J. P (1978). The conceptual shows the realistic job preview, influence intention to leave and job satisfaction. Realistic job preview " Interview C Job satisfaction i ý Turnover intention " Web-based information Figure 1: Job satisfaction mediates the relationship between realistic job preview and turn over 5

18 1.5 Research hypotheses General hypotheses H 1: Job satisfaction positively mediates the relationship between realistic job preview and turnover intention among the employee Specific hypotheses HIa: Job satisfaction positively mediates the relationship between interview and turnover intention. HIb: Job satisfaction positively mediates the relationship between realistic web based information and turnover intention. 1.6 Significant of Study Significant to theory This study was meant to enrich the existing theories and principle regarding to realistic job preview and job satisfaction. It is very important to support and to explain in more details about theory that will be used. For example, there are two components discussed by Herzberg and theory of expectation using to support the relationship between the realistic job preview, job satisfaction and turnover intention. After that, this research can help to improve the existed theory (Herzberg theory and expectation theory) which is how and why job satisfaction affects the relationship between realistic job preview and turnover intention. 6

19 1.6.2 Significant to research methodology This research is using a quantitative approach which is by using questionnaire form in collecting the data. Quantitative approaches are used to ensure the variables in this research because they have the highest validity and reliability. Besides, this can reduce the mistakes in the process of collecting data. This researcher will make sure the outcomes can resolve the job satisfaction as a mediator on the relationship between realistic job preview and turnover intention Significant to practitioners This research can help the new employee to establish guidelines or methods for overcoming problems like realistic job preview before they overcome to the new company. Besides, this research can help the human resource manager to reduce turn over regarding the realistic job preview for the employees before they enter the company. They are able to unite the subordinates and change their goals and belief. With the organization goals, it can motivate the new employees to be satisfied with their job and it will reduce the intention to quit among employees. This research also can help the human resource manager to adapt the recruitment and selection process which is to make sure the information about the job is very clear, exactly and easy to understand for applicants. This is because applicants have the decision whether to accept or reject the job offer. 7

20 1.7 Definition of terms 17.1 Realistic job preview Conceptual definition Realistic job preview is a recruitment procedure in which organization provide both favorable and unfavorable work information to their candidates (Breaugh, 1983; McEvey and Cascio, 1985; Meglino, Ravlin, and Denisi, 2000, Philips 1998, Premack and Wanous, 1985, Reilly, Brown, and Malatesta, 1981, Wanous polard, Premack, &Dars, 1992) Operational definition In be specific context, realistic job preview is measured to provide a realistic picture including negative and positive information of a particular employment situation in teen of their salary, job description, organizational culture, relation with others and rule and regulation in the company for the candidate to match their job based on their needs and requirement before they accept the job Job Interview Conceptual definition An interview is a conversation between two ore more people where question are asked by the interviewer to obtain questions are asked by the interviewer to obtain the information from the interviewee (Wanous, 1978). The candidates may ask the interviewer the gain more knowledge which they would like to know. The realistic job information may be more effective by using face-to-face communication (Jacoby, 1976; McGuire, 1969; Petty and Capioppo, 1981) 8

21 Operational definition Recruiters will be used interview in communicating relevant information during the recruitment process. This will help the candidates to gain more information about the company and the job they apply Web-Based Information Conceptual definition Internet web-based information is a process of transferring information through technology such as company (Nancy, 2000). Operational definition The analysis of this study is the internet web-based info which is used by recruiters in transferring relevant information through technology during the recruitment process. There is limited information that the candidate may get Job Satisfaction Conceptual definition Job satisfaction is defined as how people think about their jobs including the different dimensions of their jobs. It is the extent to which someone is satisfied or not satisfied with their jobs. (Spector, 1997). 9

22 Operational definition In this research, job satisfaction refers to an extent where the workers like their job. It is the representation of worker's perception and evaluation of his or her job context such as pay, the job itself and the relationship with co-workers. Employee who has a good perception and evaluation of his or her job will like the particular job Turnover Intention Conceptual definition Turnover intention is represents as an intention to leave (Fang, 2001). While Hom et al (1991) defined it is a particular cognition that dynamic to turnover. They added that turnover intention is a kind of cognition that motivated by employee who chooses to voluntarily leave their job. In others words, intention to quit depicts an attitudinal direction or a cognitive appearance of the behavioral decision to quit. Operational definition For the purpose of this research, the researcher describes the turnover intention of the employee's decision to quit from their job. It is evaluated by asking some questions on how long he or she plans to continue his or her position in the organization. 10

23 1.8 Conclusion This chapter has discussed the background of study, the problem statement, research objective, conceptual fiamework, research hypotheses and the definition of terms. The next chapter will discuss the literature relevant to the study. 11

24 CHAPTER 2 LITERATURE REVIEW 2.0 Introduction This chapter consists of six sections. The first section explains the definition, role and element of realistic job preview. The second section discusses on the dependent variable, including the definition, role and element of turnover intention. The third section will discuss the definition, role and element of the job satisfaction under mediating effect. The fourth sections discuss the relationship between the realistic job preview, job satisfaction and turnover intention which will demonstrate the empirical evidence to support the variable. The fifth section discusses about theory supporting the relationship between realistic job preview and turn over mediating effect of the job satisfaction. The last section will conclude everything that is covered in this chapter. 12