Abstract
Word-of-mouth (WOM) is interpreted as inter-consumer communication regarding their personal experience of a product or service. WOM Marketing has become an important communication tool to promote brands and products. The objective of this study is to investigate the influence of WOM on purchase intention as well as to examine WOM as the mediating effect in associating the antecedents (service quality, trust, utilitarian value, and hedonic value) and purchase intention among Sarawak’s hotel guests. Studies have proven that WOM to be rather persuasive compared to advertising in transferring positive or negative information and is set to be one of the most relevant and important strategies to promote hotel’s products. This cross-sectional paper, using self-administered questionnaires, is one of the few papers to examine the prominent factors on word of mouth and purchase intention in the context of Sarawak hotel industry. The targeted population sample consisted of 400 respondents who stayed in the hotels in Kuching. Quantitative study, random sampling method, descriptive and inferential statistics were used in the data collection and analysis, of which SPSS version 23 and PROCESS Model 4 were utilized. The results indicated that there was a significant mediating effect between all the four antecedents and purchase intention.
Highlights
Succession planning involves having the right employees in place at every level of the organization
The key aim of this research is to scrutinize the implementation of succession planning among non-academic staff in University A
In line with this objective, three main research questions are formed: First, What is the nature and characteristics of succession planning among non-academic staff in University A? Second, is there any relationship between the degree of clarity of the concept of succession planning and the implementation of succession planning among nonacademic staff in University A? Third, is there any relationship between managerial support towards succession planning and the implementation of succession planning among non-academic staff in University A? the objectives of this study were successfully achieved through distribution of surveys
Summary
Succession planning involves having the right employees in place at every level of the organization It is a systematic effort and process of identifying and developing employees for key managerial or professional positions to ensure business continuity (Adewale et al, 2011). A good Succession plan is supported by strategic HR systems such as Learning and Development of key talent, Recruitment and Selection of internal and external talent and Performance Management to drive competence excellent in identified talent. These key HR systems will enable a successful execution of the succession plan. Most of the organizations succession planning solely focus on senior key employees, yet other organization chooses to apply the same concepts and processes to specific groups of people and job
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