“Stay” or “Leave”: assessing the determinants of turnover intention of private sector employees
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Abstract
Employee turnover is a critical issue of great concern for organizations. The challenge is exacerbated when the human resources that leave the organization are highly knowledgeable employees with high expertise and distinctive work competencies. To understand the factors that lead to employee turnover, this study examined the determinants of private sector employee turnover intentions, including salary level, workload, job satisfaction, and management support. Data were obtained from private sector employees in Selangor, Malaysia. The results revealed that the turnover intention level was medium. Second, significant relationships were found between salary level, workload, job satisfaction, management support, and turnover intention. Third, workload is the most significant predictor of turnover intention. Thus, the organization needs to take the necessary steps to curb the outflow of valuable employees. Management can use the findings of this study to review human resource management policies related to salaries and wages, develop a work environment that prioritizes employee welfare, and strengthen the relationships between employees.
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References
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