CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

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CHAPTER 3: RESEARCH METHODOLOGY3.0 Chapter OverviewThis chapter details the research design and methodology used in the study. The studywas carried out by using survey approach. The methodology used here is based on themethod used by Taylor & McGraw (2004) who studied the succession managementpractices in Australian organizations. Here, I intend to use the same method toempirically test succession planning and management practices among private sectorfirms in Malaysia. The theoretical framework and research hypotheses will also bediscussed in this chapter. In addition, a description of the design of the researchinstrument, the sampling procedures, the method of data collection, and the data analysistechniques are provided.3.1 Theoretical FrameworkA theoretical framework is a conceptual model on how one theory or logical sense of therelationships is identified as important to the problem. The theoretical framework of thisstudy is shown in Figure 3.1. In this study, the succession system characteristics andorganizational outcomes are based on the work of Rioux & Bernthal (1999) while thecontrol variables are developed based on a number of selected organizationalcharacteristics.38
Figure 3.1: Theoretical Framework: Succession Planning Characteristics, ControlVariables, And Organizational OutcomesIndependent VariableDependent VariableSUCCESSIONPLANNINGCHARACTERISTICSORGANIZATIONALOUTCOMESCONTROL VARIABLES• Firm Age• Firm Size• Industry• Firm Listing• Ownership (National/MNC)• Employee TurnoverFrom the theoretical framework, the hypotheses, which are predictive statements aboutthe outcome, will be tested in the research. The hypotheses are:H1 (a): There is a significant difference in the practices and approach ofsuccession planning between the manufacturing and services sectors inMalaysia.39
Page 2 and 3: the resources and support to establ
Page 4 and 5: Cheng (2007) indicates that expatri
Page 6 and 7: employees. It also indicates that t
Page 8 and 9: Figure 1.1: Malaysia’s Population
Page 10 and 11: 1.4 Objective Of The StudyThe ultim
Page 12 and 13: formal succession planning in their
Page 14 and 15: The final chapter concludes the res
Page 16 and 17: develop intellectual and knowledge
Page 18 and 19: usiness plan can only be realized w
Page 20 and 21: acquisition and retention of custom
Page 22 and 23: 1) Helped organization with interna
Page 25 and 26: Australian firms. It is reported th
Page 27 and 28: four possible candidates that could
Page 29 and 30: 2) Tied the succession planning pro
Page 31 and 32: In 1986, Hall conducted a research
Page 33 and 34: The characteristics of an effective
Page 35 and 36: 3) Development plans for future lea
Page 37: Busine & Watt (2005) recommend seve
Page 41 and 42: management policies, practices and
Page 43 and 44: 12) Need to increase retention.In S
Page 45 and 46: 3.3 Sampling DesignThe data for thi
Page 47 and 48: 3.5 Data Analysis TechniquesThe dat
Page 49 and 50: CHAPTER 4: RESEARCH RESULTS4.0 Chap
Page 51 and 52: Out of the 108 responding firms, 53
Page 53 and 54: Table 4.3: Characteristics Of The D
Page 55 and 56: number of vacancies” on the quest
Page 57 and 58: In terms of organizational levels o
Page 59 and 60: demand in the business which had cr
Page 61 and 62: Prior studies found that the most e
Page 63 and 64: Table 4.9: Methods Used For Evaluat
Page 65 and 66: conduct when the participants in on
Page 67 and 68: H1 (b): There is a significant diff
Page 69 and 70: of practices and approach of succes
Page 71 and 72: Olkin (KMO) were also used to asses
Page 73 and 74: Whereas the second factor (F2), cla
Page 75 and 76: 3.00 on average, indicating that th
Page 77: 4.8 Pearson Product-Moment Correlat
Page 80 and 81: Based on the results reported in Ta
Page 82 and 83: 4.9 Multiple Regression AnalysisMul
Page 84 and 85: independent (succession planning ch
Page 86 and 87: there was no serious multicollinear
Page 88 and 89:
CHAPTER 5: CONCLUSIONS AND RECOMMEN
Page 90 and 91:
eliability estimate. In addition, t
Page 92 and 93:
a key talent or leadership can happ
Page 94 and 95:
While this study attempt to look in
Page 96 and 97:
products/services, and retention of
Page 98 and 99:
Buckner, M., & Savenski, L. 1994, S
Page 100 and 101:
Falmer, R.M. 2002, Choose Tomorrow
Page 102 and 103:
Kim, S. 2003, “Linking employee a
Page 104 and 105:
Rothwell, W.J. 2001, Effective Succ
Page 106:
Zikmund, W.G. 2003, Business Resear
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CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

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