CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

Based on the results reported in Table 4.17, Hypothesis H2, was supported as the value ofcoefficient (r = 0.62) was large and significantly positive (p < 0.01). Therefore, it couldbe concluded that there was a significant positive relationship between the successionplanning characteristics/approach and organizational outcomes of private sector firms inMalaysia. In other words, effective succession planning characteristics would result in animprovement in organizational outcomes.4.8.2 Relationship Between Succession Planning Characteristics And ControlVariablesH3: There is a significant relationship between the control variables andsuccession planning characteristics/approach of private sector firms inMalaysia.Among the 6 control variables, only firm size and staff/employee turnover were foundsignificantly correlated with succession planning characteristics. The firm size positivelycorrelated (r = 0.23, p < 0.05) and staff/employee turnover negatively correlated (r = -0.32, p < 0.01). The remaining 4 control variables, i.e. firm age, industry, firm type, andfirm listing was found not significant. Thus, hypothesis H3 was partially supported.4.8.3 Relationship Between Organizational Outcomes And Control VariablesH4: There is a significant relationship between the control variables andorganizational outcomes of private sector firms in Malaysia.80