How does job satisfaction impact employee turnover intention in Malaysia, and what are the potential consequences for organizations?
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Job satisfaction has a significant impact on employee turnover intention in Malaysia. Several studies have found a negative relationship between job satisfaction and turnover intention among academic staff in private higher educational institutions (HEIs) . It has been observed that higher levels of job satisfaction lead to lower turnover intention among employees. The findings suggest that organizations need to prioritize job satisfaction to reduce turnover intention and retain their valuable employees. Improving salary systems and promotion opportunities can increase job satisfaction among employees . Organizations that fail to address job satisfaction may experience higher turnover rates, which can result in the loss of valuable human capital and hinder organizational growth . Therefore, it is crucial for organizations to understand the impact of job satisfaction on turnover intention and take appropriate measures to enhance job satisfaction levels among employees.
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| Papers (4) | Insight |
|---|---|
| The paper states that job satisfaction has a significant relationship with employee-turnover intention, but it does not provide specific information on the impact of job satisfaction on employee turnover intention in Malaysia or the potential consequences for organizations. | |
| The paper states that job satisfaction is a negative predictor of turnover intention among academics in Malaysian private universities. It suggests that organizations can reduce turnover intention by providing perceived organizational support to increase job satisfaction. | |
24 Jun 2022 1 Citations | The paper states that there is a significant negative relationship between job satisfaction and turnover intention among academic staff in private higher educational institutions in Malaysia. It suggests that organizations should address job satisfaction to prevent turnover. |
| The provided paper does not mention Malaysia or the potential consequences for organizations. The paper specifically focuses on the effect of employee job satisfaction on turnover intention at PT Sarana Baja Perkasa Site OKI. |
Related Questions
Which field does employee turnover intention belongs to?5 answersEmployee turnover intention belongs to the field of organizational behavior and human resource management. It is a significant factor that impacts the performance and profitability of organizations. Several studies have been conducted to analyze the causes and effects of turnover intention, including factors such as job satisfaction, organizational commitment, and employee perceptions. HRM activities, such as training and development, job security, performance appraisal, and compensation, have been found to influence turnover intention. Understanding and managing turnover intention is crucial for organizations to retain qualified employees and maintain a competitive advantage. Additionally, research has utilized machine learning algorithms and text mining techniques to predict and analyze turnover intention, identifying significant features such as alternative job opportunities, gender, education, job stress, and attitude towards COVID. Overall, the study of employee turnover intention falls within the realm of organizational behavior and HRM, aiming to understand and address the factors that contribute to employees' intent to leave an organization.
Can i get turnover statistics from department of statistics malaysia?5 answersThe Department of Statistics Malaysia does not provide turnover statistics. However, several papers provide insights into turnover in Malaysia. Ezaili Alias et al.examine the relationship between job stress, work engagement, job satisfaction, organizational commitment, and turnover intention among manufacturing employees. Jurinihighlights the strong relationship between job satisfaction and turnover, with satisfied workers more likely to stay and dissatisfied workers more likely to quit. Raj and Arokiasamyemphasize the importance of understanding the reasons behind turnover and its damaging effects on productivity. Abdullah et al.focus on turnover behavior among employees in IT firms, identifying factors such as organizational, work-related, individual, employee involvement, and external factors. Nair et al.discuss the high turnover rates in the retail industry in Malaysia and the need to address this challenge. While the Department of Statistics Malaysia may not provide specific turnover statistics, these papers offer valuable insights into turnover in different industries and contexts in Malaysia.
What is the relationship between transformational leadership and turnover intention among employees in Malaysia?5 answersTransformational leadership has been found to have a significant influence on turnover intention among employees. Several studies have shown that transformational leadership has a negative effect on turnover intention. Additionally, transformational leadership has been found to have a positive effect on employee performance. This suggests that employees who experience transformational leadership are less likely to have the intention to leave their organization. The mediating role of affective commitment has also been identified, indicating that transformational leadership influences turnover intention through affective commitment. These findings suggest that transformational leadership plays a crucial role in reducing turnover intention among employees in Malaysia.
How does perceived organizational support impact the relationship between job satisfaction and turnover intention?4 answersPerceived organizational support (POS) plays a mediating role in the relationship between job satisfaction and turnover intention. The research suggests that participation in general skills training (PGST) does not directly impact turnover intention, but rather POS acts as a mechanism through which this negative relationship operates. Additionally, POS has a significant and negative correlation with turnover intention, indicating that the more positive the perception of support, the less professionals want to leave the organization. Furthermore, there is a strong positive correlation between organizational support and commitment, and a weak negative relationship between organizational support and turnover intention. Finally, high POS is associated with high levels of job motivation and affective and normative commitment, which in turn are negatively linked to turnover intentions.
What is the relationship between job satisfaction and employees’ turnover?5 answersJob satisfaction has a significant negative relationship with turnover intention. Several factors such as perceived career development opportunity, perceived pay for performance, and affective organizational commitment influence job satisfaction and subsequently affect turnover intention. Additionally, compensation is found to have a direct effect on turnover intention. However, the relationship between work environment and turnover intention is not significant. It is suggested that companies should focus on improving job satisfaction through factors such as career opportunities, pay, and organizational commitment to reduce turnover intention. Furthermore, re-evaluating the salary system and improving the promotion system can increase job satisfaction and decrease turnover intention. Regular evaluation of job satisfaction and compensation is recommended to prevent turnover among employees.
What are the main reasons for high turnover rates in Malaysia?5 answersHigh turnover rates in Malaysia can be attributed to several factors. Job dissatisfaction and work-life imbalance were found to have a significant positive relationship with employee turnover. Cyber bullying, work overload, and perceived job alternative were also identified as factors influencing turnover intention among academics. In the construction industry, factors such as dissatisfaction with current salary and the loss of experienced employees were found to contribute to turnover. In the banking industry, working environment, job enrichment, and job stress were identified as factors affecting turnover intention. Factors such as organizational politics and communication were found to have a negative relationship with turnover intention in construction companies. These findings highlight the importance of addressing job satisfaction, work-life balance, salary concerns, and organizational factors in order to reduce turnover rates in Malaysia.