Identifying the Predictors of Intention to Leave Among the Female Employees in Malaysia

Abstract

For many researchers, the intention to leave has been an interesting and widely explored subject, focusing in particular on multinational and local organizations. Talent retention has become a major concern and the turnover of employees in almost any organization and industry has significant costs and negative consequences. High turnover rates among employees indicate a serious drawback in the performance of an organization. This is due to the fact that the key player in determining operational effectiveness and sustainability are the employees. The primary objective of this study is to identify the predictors influencing the decision of millennial women in Malaysia to leave the workplace. This research examines a thorough understanding of the connection between job engagement, job diversification, job flexibility, job technology, work-life balance, work environment, job satisfaction, and the tendency to leave. Data from the survey questionnaire consisting of a sample size of 410 respondents were gathered by distribution at different locations within the Klang Valley. A quantitative method approach was used in this research, and the information was gathered through a self-administered survey questionnaire. The findings of this research revealed that there is a link between the balance of work-life, work environment, job satisfaction, and the intention to leave. Conversely, there was no effect on the intention to leave among the female millennial employees on job engagement, job diversification, job flexibility, and job technology. The results of this study conclude that identifying the contributing variables that lead to the intention of the female millennial employee to leave their job is most important for human resources practices in any organization. Talent retention strategies should anticipate the connections between work-life balance, job satisfaction, and the intention of turnover.