Abstract-In this study, the researchers analyzed the elements (dimensions) of religious calling as a contributing factor to turnover intention and proposed religiosity to be added as a factor for the theory of employee satisfaction. The study was conducted among employees working at Hypermarkets in the Klang Valley, Selangor, Malaysia. Participants consisted of 125 employees currently working at Hypermarkets (Carefour, Tesco, and Giant) in the Klang Valley, Malaysia. The respondents were conveniently selected and the data were gathered through the distribution of questionnaires. The study found that there was no significant relationship between religious calling and turnover intention. However, Policies and Procedures in organizations did contribute to employee satisfaction that can influence turnover intention. Employees were more satisfied with organizations that had clear policies and procedures on religiosity, provide space for prayer or meditation, allow employees to take time off for prayers, respect the employees' freedom to display religious decorations in the workplace and dress according to their religious beliefs. As a conclusion, the researchers also found that the religious calling, even if it was not a predictor of turnover intention, was nevertheless noteworthy.Index Terms-Religiosity calling, turnover intentions, employee satisfaction.

A confirmatory factor analysis (CFA) was initially conducted on 20 items to explore the structure underlying the set of questions designed. The results of CFA confirmed that the measurement scale used in this study satisfactorily met the standard of validity and reliability analyses. The MCS construct provides a multi-dimensional assessment tool to diagnose and guide organizational communication.

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