Factors Influencing Turnover Intention in a Malaysian Manufacturing Company

Abstract

Turnover intention is defined as a process of employee to leave the current job or his willingness to separate from the organization. Truthfully, the talent of one employee cannot be inherited or be same by others new employee, thus, the need to retain the employee talents are crucial for employers and organizations to face the challenges in today's intense global competition. Employee turnover has become most important issues to most organizations, hence, this issue still need a special attention since it can affect organizational performance. However, in retaining employees, organization cannot escape from exposing their workforce to higher level of work stress in order to achieve high demands and targets. Thus, the main objective of this paper is to examine the relationship between job stress, work engagement, job satisfaction and organizational commitment and employee turnover intention among manufacturing employees in Malaysia. A total of 170 employees were surveyed through a self-administered questionnaire. Statistical Package for Social Science (SPSS) version 20 was employed to perform data analysis of the study. Descriptive, Correlations and Regressions Analyses were performed and the findings revealed that there is significant relationship between work engagement, job satisfaction and organizational commitment and turnover intention. While no significant relationship was found between job stress and turnover intention.

Employee Turnover: Causes, Importance and Retention Strategies

“…Thus, organizations need to maintain a suitable working environment to increase employee job satisfaction, which can lead to increased productivity that benefits both employees and the business [132]. Moreover, a good quality work environment is indicated by lower stress levels, a sense of gratitude from the leadership and the absence of threats [2], [133]. Besides, [41] has confirmed that the employees are likely to want to leave if they are not pertinent, believe that they do not receive enough important information promptly, stress and low job satisfaction.…”

“…Indeed, the study of employee turnover intentions has long been a major concern in an organization's management [1]. Turnover is a huge problem for organizations in today's intense global competition [2]. Recently, found that the phenomenon of turnover is a permanent problem for organizations [3].…”

A Systematic Review on Importance of Employee Turnover with Special Reference to Turnover Strategies

“…However, the observation of worker's intention for turnover has been a main subject in a business enterprise control [1]. Turnover is a large hassle for agencies in present day excessive international competition [2]. Quiet recently, determined that the present phenomenon about turnover is an everlasting hassle for all the agencies [3].…”

Effects of Perceived Organisational Support and Emotional Intelligence on Turnover Intention among Logistics Drivers

“…Previous literature presented various factors affecting the turnover intention. Job dissatisfaction (Chin, 2018;Priyanath, 2018), job stress (Adan Gok et al, 2017;Islam et al, 2019), job embeddedness (Choi & Kim, 2015;Rafiq et al, 2019), organisational commitment (Chang et al, 2019;Gatling et al, 2016), perceived organisational support (Albaqami, 2016;Alias et al, 2018;Fayaz et al, 2019), work engagement (Alias et al, 2018), work-life balance (Chang et al, 2019), individual performance (Priyanath, 2018), emotional intelligence (M. Waheed Giao et al, 2020;Hossain et al, 2017;Mendis, 2017;Trivellas et al, 2010Trivellas et al, , 2013 and leadership style (Gatling et al, 2016;Sultana & Jabeen, 2018) have been associated with the turnover scenario. It could be concluded that factors within an organisation and individual play an essential role in turnover actions.…”

“…Previous researches also have explored these relationships between perceived organisational support, emotional intelligence and turnover intention in few industries, such as logistics industries (Mendis, 2017), banking industries (Fayaz et al, 2019;Giao et al, 2020;Hossain et al, 2017), manufacturing industries (Alias et al, 2018;Chin, 2018), among academicians in higher education institutions (Albaqami, 2016;Gojeh et al, 2015;Manogharan et al, 2018;Too et al, 2015), hotel businesses (Akgunduz & Sanli, 2017;Akova et al, 2015;Chang et al, 2019;Emiroğlu et al, 2015), among nurses (Choi & Kim, 2015) and also among interns (Chang et al, 2019). It is relatively scarce about employee turnover in logistics companies' literature.…”