Intention to Leave Among Private Sectors Workers in Malaysia

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ABSTRACT

The objective of this study was to determine the relationship between job satisfactions with turnover intentions. Apart of that this study was done to look at how demographic variables and job satisfaction characteristics could influence employee’s decision to quit a job or to find a better job at other place within private sector in Malaysia. The questionnaire was distributed to 60 respondents working in various private organizations in Klang Valley and 50 has managed to fill up and return the questionnaire survey. The responses from the sample are used to test the hypothesis that job satisfaction has negative and significant relationship with intention to leave. The result indicates that all of the job satisfaction components are negatively and significantly correlated to employee’s intention to leave the organization. The result obtained in this study showed that job satisfaction (particularly satisfaction with job challenge, supervision, colleague, income, and promotion) is an important controllable determinant of employees’ intention to leave the organization. As per the ANOVA test run results, we can say that age and number of years an employee had been working with a particular organization are significant to intention to leave. In other words age and intention to leave has strong relationship with each other. So as the number of years an employee has been serving the organization

Table of Contents

1.0 Introduction4
1.1 Background of the Study4
1.2 Problem Statement5
1.3 Research Questions6
1.4 Research Objectives6
1.5 Significance of Study7
1.6 Definition of Terms7
1.6.1 Job Satisfaction7
1.6.2 Intention to Leave8
2.0 Literature Review9
2.1Turnover Intention9
2.1.1 Relationship between job satisfaction with intention to leave9
2.1.2Relationship between demographic factor with intention to leave11 3.0 Introduction13
3.1Research Framework and Hypotheses13
3.2 Hypothesis Statement13
3.3Research Design14
3.4Location of the study14
3.5Population and Sampling Procedure14
3.6 Variables and Measures15
3.6.1Interpretation of Variables15
3.7 Reliability Test18
3.8 Data Collection19
3.9 Data Analysis20
3.9.1 Descriptive Statistics20
3.9.2 Inferential Statistics20

4.0 Introduction22
4.1Findings22
4.1.1 Demographic characteristic22
4.1.2Frequency Distribution – Age23
4.1.3 Frequency Distribution – Years of service23
4.1.4Frequency Distribution – Education level24
4.1.5 Relationship between Job Satisfaction (Job Challenge, Supervision, Colleague, Income, Promotion) and Turnover Intention25 4.1.6 The Difference in Intention to Leave by Demographic variables27

4.1.7Strongest Factor that Influence the Intention to Leave29 5.0 Introduction33
5.1 Discussion33
5.1.1 Relationship between Job Satisfaction and Intention to leave33 5.1.2 Relationship between Demographic Profiles and Intention to leave34 Bibliography35

CHAPTER 1
INTRODUCTION
1.0 Introduction
This chapter consists of 6 major areas which are background of study, problem statement, research questions, research objectives, significance of study, and also definition of term used in this research. 1.1 Background of the Study

In this era, employee turnover has become a commonly selected area to be discussed. This is because more employers have been experiencing a negative impact when they have higher employee turnover rate. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found to be useful in interpreting employee turnover (Kevin MM, 2004). High turnover rate at any organizations levels constitutes a waste of human resources (Newstorm, 1994). Manager of Human Resource Department need to pay more attention regarding this issues. They need to identify the main sources of employee turnover; is it because of the company’s management or the workers itself. Private sector workers change...
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