Published date: Oct 22 2018

Journal Title: KnE Social Sciences

Issue title: International Conference on Economics, Business and Economic Education 2018 (ICE-BEES 2018)

Pages: 771–787

DOI: 10.18502/kss.v3i10.3171

N Ezaili Aliasnurulezaili193@bdrmelaka.uitm.edu.my

N Hazieqah Rohmanan

S Ismail

W-L Koe

R Othman

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.

Keywords: turnover intention, job stress, work engagement, job satisfaction and organizational commitment.

[1] Adebayo, S. O., & Ogunsina, S. O. (2011). Influence of supervisory behaviour and job stress on job satisfaction and turnover intention of police personnel in Ekiti State. Journal of Management and Strategy, 2(3), 13.


[2] AlBattat, A. R., Som, A. P. M., and Helalat, A. S. (2014). Higher Dissatisfaction Higher Turnover in the Hospitality Industry. International Journal of Academic Research in Business and Social Sciences, 4(2), 45–52. https://doi.org/10.6007/IJARBSS/v4-i2/ 591


[3] Al-Qahtani, M. R., & Gadhoum, Y. (2016). Employee turnover in the manufacturing organization: case of the eastern region of Saudi Arabia. In International Conference on Advanced Business and Social Sciences.


[4] Azem, S., and Akhtar, N. (2014). Job Satisfaction and Organizational Commitment among Public Sector Employees Department of Management Sciences Department of Management Sciences Job Satisfaction: International Journal Business and Social Sciences, 5(7), 127–133.


[5] Bebe, I. A. (2016). Employee Turnover Intention in the U. S. Fast Food Industry.


[6] Bhayo, A. R. (2014). The Impact of Interpersonal Conflict and Job Stress on Employees Turnover Intention, 179–190.


[7] Borneo Post Seeds. (2017). Pay increases and Hiring trends in Malaysia, 2017 – The Borneo Post SEEDS by BPOnline.


[8] Chang, Black, P., and Wiliam, D. (2013). Inside the Black Box: Raising Standards Through Classroom Assessment. Wiley Online Library, 80(2), 139–148. https://doi. org/10.1002/hrm.


[9] Chin, C. L. (2018). The Influence of Job Satisfaction on Employee Turnover Intention in the Manufacturing Industry of Malaysia. Journal, 1(2), 53–63. Retrieved from http: //ruijass.com/wp-content/uploads/2017/10/1-001CLC-Final.pdf


[10] Cohen, S., Kamarck, T., & Mermelstein, R. (1983). A Global Measure of Perceived Stress. Journal of Health and Social Behavior. https://doi.org/10.2307/2136404


[11] Erdil, O., and Müceldili, B. (2014). The Effects of Envy on Job Engagement and Turnover Intention. Procedia - Social and Behavioral Sciences, 150, 447–454. https: //doi.org/10.1016/j.sbspro.2014.09.050.


[12] Gupta, M., and Shaheen, M. (2017). Impact of work engagement on turnover intention: moderation by psychological capital in India. Business: Theory and Practice, 18((1)), 136–143. https://doi.org/10.3846/btp.2017.014


[13] Hassan, Roshidi. (2014). Factors Influencing Turnover Intention Among Technical Employees in Information Technology Organization: A Case of Xyz (M) Sdn. Bhd. International Journal of Arts and Commerce, Vol. 3 No. (2008), 120–137.


[14] Hussein Alkahtani, A. (2015). Investigating Factors that Influence Employees’ Turnover Intention: A Review of Existing Empirical Works. International Journal of Business and Management, 10(12), 152. https://doi.org/10.5539/ijbm.v10n12p152


[15] Islam, T., Khan, S. ur R., Ungku Ahmad, U. N. B., Ali, G., Ahmed, I., and Bowra, Z. A. (2013). Turnover Intentions: The Influence of Perceived Organizational Support and Organizational Commitment. Procedia - Social and Behavioral Sciences, 103, 1238– 1242. https://doi.org/10.1016/j.sbspro.2013.10.452


[16] Jeetesh K, S. G. (2015). The Effects of Job Satisfaction towards Employee Turnover in the Hotel Industry: A Case Study of Hotels in Kuala Lumpur City Center. Journal of Tourism and Hospitality, 4(1), 1–5. https://doi.org/10.4172/2167-0269.1000142


[17] Jehanzeb, K., Rasheed, A., & Rasheed, M. F. (2013). Organizational commitment and turnover intentions: Impact of employee’s training in private sector of Saudi Arabia. International Journal of Business and Management, 8(8), 79.


[18] Kaur. (2014). Malaysian employees very ambitious, quit jobs to advance careers _ Money _ Malay Mail Online. Retrieved from http://www.themalaymailonline. com/money/article/malaysian-employees-among-most-ambitious-in-asiapacific-quit-jobs to-advan#wxkOXmsLR4WFtX6Q.97


[19] Kong See Hoh. (2015). Press Digest - Job hop at your own risk.


[20] Lin, C.-P., and Liu, M.-L. (2017). Examining the effects of corporate social responsibility and ethical leadership on turnover intention. Personnel Review, 46(3), 526–550. https://doi.org/10.1108/PR-11-2015-0293


[21] Martin Ganco, Rosemarie H.Ziedonis, R. Agarwal. (2015). More Stars Stay, But the Brightest Ones Still Leave: Job Hopping in The Shadow of Patent Enforcement. Academy of Management Journal, 51(2), 315–334. https://doi.org/10.1002/smj


[22] Material Handling & Logistics. (2015, June 11). Manufacturing to Grow 4% in 2016 Says Industry Group. Retrieved from http://mhlnews.com/global supplychain/manufacturing-grow-4-2016-says-industry-group


[23] Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied psychology, 63(4), 408.


[24] Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247.


[25] Mystarjob. (2015, May 25). Salary to increase for Malaysians in 2015 - Career Guide myStarjob.com. Retrieved from http://mystarjob.com/articles/story.aspx?file= /2013/12/7/mystarjob_careerguide/13968782&sec=mystarjob_careerguide


[26] Naqvi, S. M. H., Khan, M. A., Kant, A. Q., and Khan, S. N. (2013). Job Stress and Employees’ Productivity: Case of Azad Kashmir Public Health Sector. Interdisciplinary Journal of Contemporary Research in Business, 5(3), 525–542.


[27] Oladapo, V. (2014). The impact of talent management on retention. Journal of business studies quarterly, 5(3), 19.


[28] Onikoyi, I. A., Awolusi, O. D., & Ayodeji, B. M. (2015). Effect of Absenteeism on Corporate Performance: A Case Study of Cadbury Nigeria Plc, Ikeja, Lagos State, Nigeria. British journal of marketing studies, 3(2), 58-71.


[29] Qureshi, M. I., Iftikhar, M., Abbas, S. G., Hassan, U., Khan, K., and Zaman, K. (2013). Relationship between job stress, workload, environment and employees turnover intentions: What we know, what should we know. World Applied Sciences Journal, 23(6), 764–770. https://doi.org/10.5829/idosi.wasj.2013.23.06.313


[30] Rajan, D. (2013). Impact of Nurses Turnover on Organization Performance. Afro Asian Journal of Social Sciences, 4(4), 1–18.


[31] Rizwan, M., Arshad, M. Q., Munir, H. M. A., Iqbal, F., and Hussain, A. (2014). Determinants of Employees intention to leave: A Study from Pakistan. International Journal of Human Resource Studies, 4(3), 1–19. https://doi.org/10.5296/


[32] Salleh, R., Nair, M. S., and Harun, H. (2012). Job Satisfaction, Organizational Commitment, and Turnover Intention: A Case Study on Employees of a Retail Company in Malaysia, 6(12), 3429–3436.


[33] Sekaran, U. (2013). Research methods for business. Research methods for business (Vol. 65). https://doi.org/10.1017/CBO9781107415324.004


[34] Shropshire, J., and Kadlec, C. (2013). Where are you going? A comparative analysis of job and career change intentions among USA it workers. Journal of Internet Banking and Commerce, 17(2), 1–20. https://doi.org/10.1002/job


[35] Schaufeli, W. B., Salanova, M., Gon Alez-ro, V. A., & Bakker, A. B. (2002). the Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3, 71–92. https://doi.org/10.1023/ A:1015630930326


[36] Siddiqi, M. A. (2013). Examining Work Engagement as a Precursor to Turnover Intentions of Service Employees. International Journal of Information, Business and Management, 5(4), 118–133.


[37] Tayeb, K. (2007). Factors that Affect the Perception of Company Success by Assembly Workers in the Boat Industry.


[38] Timms, C., Brough, P., O’Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., and Lo, D. (2015). Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83–103. https: //doi.org/10.1111/1744-7941.12030


[39] Tnay, E., Othman, A. E. A., Siong, H. C., and Lim, S. L. O. (2013). The Influences of Job Satisfaction and Organizational Commitment on Turnover Intention. Procedia - Social and Behavioral Sciences, 97, 201–208. https://doi.org/10.1016/j.sbspro.2013.10.223


[40] Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota satisfaction questionnaire. Minneapolis. Minn.: University of Minnesota Industrial Relations Center.


[41] Willis Towers Watson. (2015, January 9). Employee retention remains a key challenge in Malaysia-Towers Watson. Retrieved from https://www. towerswatson.com/en/Press/2015/01/Employee-Retention-Remains-A-KeyChallenge-in Malaysia


[42] Yeong, E. (2017). Average job turnover for a person is 2½ years. The Sun Daily, pp. 1–2. Retrieved from http://www.thesundaily.my/news/2017/07/20/average-jobturnover person-2½-years


[43] Zulbahari, N. H., and Alias, R. (2014). Malaysia’ s trend of employment turnover: Study on Generation Y. Journal of Modern Marketing Research, 3(1), 1–13.