Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in LibyaHatem Mohammed Rouhoma Salah* and Nasser Habtoor
Faculty of Leadership and Management, University Sains Islam Malaysia, Malaysia
- *Corresponding Author:
- Hatem Mohammed Rouhoma Salah
Faculty of Leadership and Management
University Sains Islam Malaysia
Tel: 606798 8000
E-mail: [email protected]
Received date: September 30, 2015; Accepted date: June 02, 2016; Published date: June 05,2016
Citation: Salah HMR, Habtoor N (2016) Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya. Review Pub Administration Manag 4:187. doi:10.4172/2315-7844.1000187
Copyright: © 2016 Salah HMR, et al. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.
This study aim to achieve a better thoughtful of the Executives’ disposition to explore the factors that influence the intention to Retain Older Employees in Corporate Sectors in Libya using Theory of paling behavior as a model. However, the study analyzed the intention of managers to absorb older employees in an organization through pragmatic behaviors and engagements. As a result, the study engaged the theory of planned behavior (TPB). It focused on the unwelcome stereotype attitude meted out to the older employees in a working situation. Quantitative method of research was implemented through a well prepared questionnaire which was used to collect data on the related research questions. Over-all 600 questionnaire was dispersed but 402 was reverted. Therefore, the data gathered from the returned 402 questionnaires was then analyzed by Correlation and regression analyses which revealed a number of significant relationships between the variables (behavioral belief and Intention), (normative belief and Intention). The results indicate that behavioral belief, significantly influenced the disposition of executives’ to retain older employees (β=0.499, p<0.05), also, the normative belief significantly influenced the disposition of executives’ to retain older employees (β=0.336, p<0.05). Contrarily, Control belief does not significantly influenced the disposition of Executives’ to retain older employees in Libyan corporate sector (β=-0.012, p>0.05). The findings unambiguously contribute to the knowledge expansion of Executives’ disposition to Retain Older Employees in Various Corporate Sectors.