CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

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4.9 Multiple Regression AnalysisMultiple regression analysis was conducted to examine the extent to which the successionplanning characteristics (independent variable) and demographic (control variables)variables influence the organizational outcomes (dependent variable). Table 4.19summarized the results of multiple regression analysis. The VIF index showed nosignificant multicollinearity problem (Neter et al., 1996; Kennedy, 1998; Hair et al.,2006). The independent and control variables (i.e. firm age, firm size, industry, firmtype/ownership, firm listing and staff turnover) were regressed across organizationaloutcomes. The multiple regression linear model was derived as follows:Y = α + β 1 X 1 + β 2 X 2 + β 3 X 3 + β 4 X 4 + β 5 X 5 + β 6 X 6 + β 7 X 7 + εY, Organizational Outcomes represented the criterion or Dependent Variable, which wasbelieved to be influenced by the X 1, X 2, X 3, X 4, X 5, X 6 and X 7 that denoted the predictors orthe independent variables and control variables.Y = Organizational Outcomes (TotOC)α = Constantβ = CoefficientX 1 = Succession Planning Characteristics (TotCR)X 2 = Firm Age (natural log)X 3 = Firm Size (natural log)X 4 = Industry (dummy)X 5 = Firm Type (dummy)X 6 = Firm Listing (dummy)X 7 = Staff/Employee Turnover Rate (natural log)ε = Error termControl Variables82
Table 4.19: Results Of Regression Analysis On Organizational OutcomesModel /VariableR 2 Adj R 2 F Sig. F B SEB VIF t-value Sig.*Model 1 0.385 0.379 66.297 0.000Constant 1.882 0.221 - 0.529 0.000TotCR 0.546 0.067 1.000 8.142 0.000Model 2 0.347 0.308 8.930 0.000Constant 3.185 0.292 - 10.915 0.000FirmAge 0.170 0.070 1.114 2.444 0.016FirmSize 0.079 0.038 1.591 2.065 0.041Industry 0.103 0.143 1.036 0.721 0.473FirmType 0.269 0.134 1.182 2.007 0.047FirmListing -0.407 0.158 1.467 -2.578 0.011StaffTurn -0.283 0.054 1.009 -5.201 0.000Model 3 0.556 0.525 17.881 0.000Constant 1.867 0.309 - 6.047 0.000TotCR 0.452 0.066 1.258 6.865 0.000FirmAge 0.206 0.058 1.123 3.564 0.001FirmSize 0.026 0.033 1.685 0.796 0.428Industry -0.036 0.120 1.066 -0.300 0.765FirmType 0.157 0.112 1.207 1.394 0.166FirmListing -0.308 0.132 1.485 -2.337 0.021StaffTurn -0.175 0.048 1.133 -3.659 0.000Note: 1) * Level of significance using t-tests2) Abbreviation: S.D = Standard Deviation; TotOC = Organizational Outcomes; TotCR= Succession Planning Characteristics; FirmList = Firm Listing; StaffTurn = EmployeeTurnover Rate.3) Firm Age (natural log) ; Firm Size (natural log) ; Industry dummy (manufacturing = 0,services = 1) ; Firm Type dummy ( national = 0, multinational = 1); Firm Listingdummy (unlisted = 0, listed = 1) ; and Staff/Employee Turnover Rate (natural log)For analysis, all variables (enter) regression approach were used. As shown in Table 4.19,there were 3 regression models derived to analyze the relationship between the83
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the resources and support to establ
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Cheng (2007) indicates that expatri
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employees. It also indicates that t
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Figure 1.1: Malaysia’s Population
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1.4 Objective Of The StudyThe ultim
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formal succession planning in their
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The final chapter concludes the res
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develop intellectual and knowledge
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usiness plan can only be realized w
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acquisition and retention of custom
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1) Helped organization with interna
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Australian firms. It is reported th
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four possible candidates that could
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2) Tied the succession planning pro
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Page 35 and 36: 3) Development plans for future lea
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Page 39 and 40: Figure 3.1: Theoretical Framework:
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Page 45 and 46: 3.3 Sampling DesignThe data for thi
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Page 73 and 74: Whereas the second factor (F2), cla
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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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