An Examination of the Moderating Role of Gender on Turnover Intention among Manufacturing Industry Employees in Malaysia
Gopal Perumal1, Suguna Sinniah2, Paul Anthony Mariadas3, Zafir Khan Muhammad Makhbul4, Ramesh Kumar Moona Haji Mohamed5
1Gopal Perumal, Faculty of Business, Accounting and Management, SEGi University, Kota Damansara, Malaysia.
2Suguna Sinniah, Faculty of Business, Accounting and Management, SEGi University, Kota Damansara, Malaysia.
3Paul Anthony Mariadas, Faculty of Business, Accounting and Management, SEGi University, Kota Damansara, Malaysia.
4Zafir Khan Muhammad, School of Management, Faculty of Economics and Management, University Kebangsaan Malaysia.
5Ramesh Kumar Moona Haji Mohamed, Faculty of Business and Finance, University Tunku Abdul Rahman, Ipoh, Malaysia.
Manuscript received on 28 September 2019 | Revised Manuscript received on 10 November 2019 | Manuscript Published on 22 November 2019 | PP: 904-911 | Volume-8 Issue-6S3 September 2019 | Retrieval Number: F10460986S319/19©BEIESP | DOI: 10.35940/ijeat.F1046.0986S319
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: This study investigates staff turnover in a manufacturing industry in Malaysia. Manufacturing is semi-capital intensive industry. Manufacturing contributes to employment, Foreign Direct Investment (FDI) and Gross Domestic Production (GDP). Skilled and semi-skilled workers. Manufacturing is one of key success factors to national economy, nevertheless, high staff turnover continues to be disastrous towards manufacturing industry performance. This study employs a second-order construct with moderating role of gender in evaluating staff turnover intentions among 392 manufacturing industry employees in Malaysia, providing a case study of a manufacturing company in the consumer sector. Six variables were studied: role overload, role ambiguity, role conflict, work family conflicts, gender and turnover intention. The analysis was undertaken via SEM-PLS 3.2.7. A total of four hypotheses were tested. Positive results were obtained with respect to role overloaded on turnover intention. Negative results were obtained for role ambiguity, role conflict and work–family conflict. The implication of this study reveals that organizations generally recognize the importance of staff retention for superior organizational performance.
Keywords: Role Ambiguity, Role Conflict, Work Family Conflict Manufacturing Companies.
Scope of the Article: Manufacturing Processes