Turnover Intention: An Examination of Job Characteristics and Transactional Leadership Style Among Operators in Electrical and Electronics Sub-Sector

Job turnover is traditionally faced by organizations in many industries. Implications such as resources wastage and low productivity can be derived from turnover issue. Turnover intention is found as best predictor for actual turnover in previous studies. Consequently, this demands some insights on turnover intention subject in Malaysia context. This study investigated factors that may predict operator’s turnover intention towards their current manufacturing companies. In this respect, the objective of the study was to determine the significance relationship of job characteristics and transactional leadership styles on turnover intention among manufacturing employees particularly in electrical and electronics sub-sector. The study was conducted amongst the operators of manufacturing industry in Peninsular Malaysia (N=800). Considering that Malaysia manufacturing industry has shown a strong economic growth through large investment in economic activities, it is important for all manufacturing companies to retain talented employees and reduce turnover problem in order to be more productive and competitive. The findings resulted in acceptance of the study hypothesis formulated. Dimensions of job characteristics (i.e. skill variety, task identity and feedback) and transactional leadership styles (i.e. contingent rewards, management-by-exception passive) significantly correlated and contributed to the turnover intention. Based on the research findings, theoretical and practical implications are discussed. Limitation and suggestion for future research are also highlighted. Hence, with limited literature on the subject of job characteristics, transactional leadership style and turnover intention in Malaysia manufacturing sector, the findings have, to some extent, contributed to the understanding of the concept and further enhance the knowledge of these subjects especially in Malaysian context

The Relationship Between Employee Expectation and Work Engagement in Banking Industry: Job Satisfaction as a Moderator

Countless job categories and types of businesses were affected by the pandemic. This global outbreak has formed new norms in economic activities, which led to the changes in employees' expectations and work engagement in the new paradigm. The study of expectations which include job autonomy, social support, policies & procedures, compensation, and job security for work engagement are relevant subjects to be explored in the pandemic setting. The study analyses the relationship between employee expectations, work engagement, and moderating role of job satisfaction amongst employees in the banking sector. There were forty-eight respondents from the selected bank were participated in the online questionnaire. The result of this study showed that job autonomy, social support, policies and procedures, compensation, and job security have been found to be positively associated with work engagement among bank employees. Interestingly, the study also found that job autonomy was the most predictor of work engagement among bank employees as job satisfaction moderated the relationships. These findings suggested that by empowering the employee expectation through modifying work-related tasks and providing autonomy in decision making has a greater impact on employees’ engagement in the aspect of resilience and mental health at the workplace. In addition to that, the recognition at work has helped the managers to build a culture of enjoyment and satisfaction in the organization. Furthermore, this study also may promote a better understanding and be useful as a reference for HR practitioners and Counsellors regarding human development enhancement in the work setting

Turnover intention among Malaysian operators in electrical and electronics sub-sector: Leadership style perspective

Job turnover is traditionally faced by organizations in many industries.Resource wastage and low productivity can be derived from turnover issue.Turnover intention was found to be a reliable predictor of actual turnover in previous studies.Consequently, this cries for some insights on turnover intention issue, especially within Malaysian context.This paper will concentrate on determining the relationship of leadership style on turnover intention among manufacturing operators in focusing on Electrical and Electronics sub-sector.The survey was taken amongst the operators of manufacturing industry in Peninsular Malaysia (N=800).Considering that Malaysia manufacturing industry has recorded a substantial economic growth through heavy investment in economic activities, it is significant for all manufacturing companies to retain talented employees and reduce turnover problem in order to be more competitive.The findings had accepted the research hypothesis. Dimensions of leadership style (i.e.transactional) had significantly correlated and contributed to the turnover intention.The findings had contributed to the theoretical significance through the examination of direct relationships between leadership style on turnover intention among local operators in manufacturing sector based on the high turnover rate in Malaysia manufacturing sector between the years 2008 until early of 2011

Exploring Antecedents of Turnover Intention Among Generation Y Employees in Construction Industry

Current reports claim that the constantly switching job became a norm among the Generation Y workforce in Malaysia with the reason being dissatisfied with the organization’s working system, pay and fringe benefits. This study aims to explore the antecedent leading to the Generation Y employees’ turnover intention. Five (5) Generation Y informants in construction industry were interviewed. Findings showed that generation Y employees prefer to stay at the current organization at least within five years. Antecedents of turnover intention identified are dissatisfaction towards the amount of wage received, a fringe benefits, access to better career opportunity or to change their career as well as family and/or personal reason. Retention factors identified include training and development, career development and good salary. Thus, to retain and motivate generation Y employees, organizations should implement proper human resource development programs such as training and career development while paying comparable salary and benefits. Keywords: Turnover Intention Antecedents, Generation Y, Malaysia

Exploring Managers’ Perception Towards Generation Y Employees : A Case Study in an IT Company in Selangor

This study was conducted to explore the manager’s perception towards Generation Y employees particularly in the IT industry in Selangor. A case study approach was adopted in which data was obtained through semi-structured interviews. Purposive sampling technique was used and a total of eight (8) informants participated and interviewed. The data obtained from the interview were qualitatively analyzed. Data analysis was conducted by adopting a content analysis framework in which obtained data were divided into four (4) phases including condensation, code, category and inference and summarize. The findings showed the majority of the managers perceived that openness to experience, conscientious and extraversion’ are the most common personalities among Generation Y employees. Besides that, the findings also revealed that in terms of work ethics, Generation Y employees are perceived as accountable of own’s actions, respect authority, transparency and loyal. The result of this study implicates the organization in terms of attrition and turnover rate among Generation Y employees and organizational branding. The result of this study provided some recommendations to HR practitioners and organizations in managing and handling at the workplace

Non-Work Behaviour as A Mediator in The Relationship Between Quality of Work Life and Subjective Career Success

Universities are organisations which generate scientific knowledge in contributions to the development of society. University performance is important to be the evaluation on the level of economic development in a country. It is also the ability for the citizens to compete in the global economy which can affect the productivity of the country. Thus, it is necessary to maintain and improve the levels of the quality of work life (QWL) so that academicians serving as the bedrocks of every academic institution are able to exhibit high performance. As a result, this may increase the sustainable economic development. In the case of Malaysia, married academicians often face work and family life conflict due to their multiple roles (Achour, Mohd Yusoff, & Mohd Nor, 2013). It is difficult for married academicians to balance work demands with personal and family responsibilities when they are overloaded with office work and household work and faced spouse-related issues. It becomes even more challenging where they have children. They also face these conflicts when they perceive poor working conditions such as inflexible work schedules and long working hours (Achour et al., 2013). Therefore, the management of academic institutions should introduce specific measures and initiatives to improve the QWL of married academicians in order to assist them to achieve work-life balance and their commitment besides attaining organisational objectives in an effective manner. While previous studies have examined QWL and subjective career success, there is a research gap examining how non work orientation affects the relationship with QWL and subjective career success. Non work behaviour define as an experiences in different spheres of life (e.g., having a career, being a member of a family, engaging in time to pursue personal interests, or community service). This study sought to identify and clarify these relationships. This study examined the relationship between the quality of work life (QWL) and subjective career success through the mediating effect of non-work behaviour (Community, family and personal life). Self-administered surveys were used to collect data from 200 married academicians in selected Public Institutions of Higher Learning in Sarawak. Data was analysed using Analysis of Moment Structures (AMOS) for Structural Equation Modelling (SEM). Results indicated that there were positive significant effects between QWL, non-work orientation, and career success. A partial mediation effect of non-work behaviour was established on the relationship between the QWL and career success. The findings implied that one way to increase the subjective career success of employees is through the provision of flexible policies that allow employees to participate in community work, attend to family matters and time off for personal development. These results will be important to the management of academic institutions and human resources practitioners who are interested in enhancing the career success of married academicians

The Relationship between Innovative Work Behaviors and Subjective Career Success among Employees in Selected Private Organisation

Innovations are crucial factors in enabling organisations to effectively adapt to rapid changes in the working environment and to gain a competitive advantage. Employee’s career success increases when they are applying innovative work behaviors. This study attempts to examine the relationship between innovative work behaviors (opportunity exploration, idea generation, idea promotion, idea realisation & reflection) and subjective career success among employees in selected private organisations at Kuching, Sarawak. A quantitative research design was utilized for this study. Data were collected by simple random sampling with 123 completed questionnaire were successively collected. The findings of this study were analysed using Pearson Correlation Analysis and Multiple Linear Regression (Stepwise). Results revealed that there are statistically significant relationship between(opportunity exploration, idea generation, idea promotion, idea realisation & reflection) and subjective career success. Furthermore, result show that idea realization is the highest significant predictor towards subjective career success. The findings of this study provide significant information for HRD practitioners emphasise to establish an environment that support innovation in order to make the greater experience of subjective career success

Sustainable Development Concept Awareness Among Students In Higher Education

As higher education is given a primary role as knowledge producer, it serves as a powerful means to help create a more sustainable future which involves educating students on the necessity of sustainable development. The purpose of this case study was to survey the students’ awareness, attitudes and actions in regard to sustainable development. The study was conducted in one of the public universities in Malaysia located in Kota Samarahan. Questionnaire used was developed based on learning objectives provided by UNESCO. A total of 79.2% (N=507) of students from the same programme participated in the study. Results indicated that 40.7% (N=239) students have insufficient knowledge on sustainable development. Using ANOVA test, it was found that there are significant differences between students’ year of study and their sustainability awareness, attitudes, and actions. Further findings revealed that the final year students have the highest level of sustainability awareness (M=3.918, SD=.517), attitudes (M=4.349, SD=.514) and actions (M=4.365, SD=.538) as compared to Year 1 and 2. Improvising the current higher education curriculum is required to effectively equip the students with the knowledge a