CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

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etween national and multinational corporations, and between listed and unlistedcompanies. Then, Pearson’s correlation was used to test the direction, relationship andstrength of each independent variable in influencing the dependent variable.The data was then analyzed using a multiple regression analysis. The regression analysiswas used in this study to determine the prediction power between a dependent variableand a single or multiple independent variables. It allowed for simultaneous investigationof the effect of two or more independent variables on a single interval-scale dependentvariable (Zikmund, 2000). The multiple regression analysis was conducted to determinewhether there was a relationship between succession planning characteristics,organizational outcomes and demographic variables.48
CHAPTER 4: RESEARCH RESULTS4.0 Chapter OverviewThis chapter presented the findings of the survey. It began with a description of thegeneral characteristics of the participating firms and demographic comparison. This wasfollowed by the discussion on practices and approach of succession planning by differentsizes of firms. A comparison would also be made between the firms’ practices andapproach of the two major industrial sectors, firm type, and firm listing. The results ofCronbach’s coefficient alpha for reliability, means, and factor loadings for successionplanning characteristics and the organizational outcomes would then be examined. Then,the results of correlation analysis for organizational outcomes, succession planningcharacteristics and the 6 control/demographics variables were discussed. Finally, theresults of the multiple regression analysis were presented using organizational outcomesas the dependent variables and the demographic characteristics, and successioncharacteristics as the independent variables. The results of the study would be discussedin accordance to the research objectives and hypothesis of the study.4.1 Response RateOut of 500 questionnaires sent out through various channels, only 108 usablequestionnaires were received and used for analysis, giving a usable response rate of21.6%. Although the response rate was low but comparatively it was still better thanseveral studies, such as Islam, Hamid, & Karim (2007) at 17.5%, Gilgeous & Gilgeous49
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 and 38: Busine & Watt (2005) recommend seve
Page 39 and 40: Figure 3.1: Theoretical Framework:
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: 3.5 Data Analysis TechniquesThe dat
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
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Falmer, R.M. 2002, Choose Tomorrow
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Kim, S. 2003, “Linking employee a
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Rothwell, W.J. 2001, Effective Succ
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Zikmund, W.G. 2003, Business Resear
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