Turnover intention among operators in electrical and electronic (E&E) sub-sector
High employee turnover rate in Malaysia’s manufacturing industry has become an important issue that needs to be discussed because it leads to serious problems in terms of operations and financial consequences such as recruiting, selecting and training of new employees. Employee turnover may also aff...
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| Format: | Thesis |
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| Language: | English |
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| Online Access: | http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78736/1/Page%201-24.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78736/2/Full%20text.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/78736/3/Anushka.pdf |
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| Summary: | High employee turnover rate in Malaysia’s manufacturing industry has become an important issue that needs to be discussed because it leads to serious problems in terms of operations and financial consequences such as recruiting, selecting and training of new employees. Employee turnover may also affect the company productivity and performance. In Malaysia, the overall number of voluntary turnover is 7,070 employees in year 2016. A total of 8400 employee turnover in manufacturing sector and 3556 total operator’s turnover in year 2015. The study aims to determine the role of job satisfaction, organizational commitment, emotional intelligence, work-life balance and organizational culture that lead towards turnover intention. The total population of manufacturing operators in year 2015 were about 1,622,400 in Peninsular Malaysia. Data were collected from the highest operators in three states from Malaysia which are Selangor, Johor and Pulau Pinang and the research represents one company from the three states. Based on the formula of Krejcie and Morgan (1970), the sample size is 384 employees. A self-administered questionnaire will be used to collect information from the respondents are machine operators. The instruments adapted from Price and Mueller in 1981 (Turnover Intention), Minnesota Satisfaction Questionnaire (MSQ) short form Weiss, Dawis, England, & Lofquist in 1967 (Job Satisfaction), Allen and Meyer in 1991 (Organizational Commitment), Goleman in 1998 (Emotional Intelligence), Sumaiti in 2010 (Work-Life Balance) and Hofstede in 1984 (Organizational Culture). The data will be analyzed by using the Statistical Package for Social Sciences (SPSS). Multiple regression analysis will be used to test the research hypothesis. The findings support the hypothesis that job satisfaction, organizational commitment, work-life balance and organizational culture were significantly negative towards turnover intention. Besides that, emotional intelligence was found to be non-significant related to turnover intention. Based on the findings of the study, several recommendations have been put forward at the end of the report. |
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