The Malaysian construction industry suffers from a high rate of talent attrition within architecture design consultant firms which hinders these firms from competing locally and globally. This talent attrition hinders strategic nurturing of employees needed to sustain the firms’ involvement in the global market. This paper reports the findings of an investigation into the factors that contribute to employee retention of a purposive sample of ten male professional Malay Architects in Malaysian architecture consulting firms in the Klang Valley. It explored the reasons for respondents remaining with their employers through data collected from qualitative interviews. The data in the form of interview transcripts, interview memos and analysis memos were analyzed using category coding to generate meaning units and categories of employment retention. The analysis was based upon Alderfer’s ERG motivation theory and intrinsic motivations. It was found that existence needs (convenience, physiological needs, material security), relatedness needs (group belongingness, social needs, family obligation, friendship obligation, employment group obligation, social obligation, and social esteem), growth needs (self esteem and self-actualization) and intrinsic motives (choices, progress, competence and meaningfulness) underlie the employment retention of the respondents. The research findings provide insights about Malay male Architects employment retention factors in Malaysian architecture consulting firms.