Accessing the factor on the intention to stay in a workplace in Kuala Lumpur

Ang, Leng Qin and Lai, Sze Suen and Soh, Yi Jye and Soon, Wan Sing (2025) Accessing the factor on the intention to stay in a workplace in Kuala Lumpur. Final Year Project, UTAR.

Preview

PDF Download (1284Kb) | Preview

Abstract

This study investigates the factors influencing employees’ intention to stay in their workplaces in Kuala Lumpur, focusing on extrinsic rewards, advancement opportunities, constituent attachments, lack of alternatives, work location, and job satisfaction. The research applies Herzberg’s Two-Factor Theory and the Theory of Organizational Equilibrium to explain the relationship between these variables and retention intention. A quantitative approach was adopted, with data collected from 384 employees across diverse industries in Kuala Lumpur using a structured questionnaire. The respondents were predominantly young (under 30), highly educated professionals with short tenure (below 2 years), suggesting a highturnover demographic. Data were analyzed using IBM SPSS Statistics version 29.0.0.0, employing descriptive analysis, normality test, reliability tests, Pearson’s correlation, and multiple regression analysis. The normality test confirmed that all variables were within acceptable ranges. Reliability analysis (α: 0.677–0.886) indicated high internal consistency. Pearson’s correlation revealed that job satisfaction, extrinsic rewards, and advancement opportunities had the strongest positive relationships with retention intention. Multiple regression analysis identified job satisfaction, extrinsic rewards, and advancement opportunities as the most significant predictors. In contrast, location and constituent attachments had minimal impact. The study suggests that employers in Kuala Lumpur should prioritize career development, competitive compensation, and job satisfaction to reduce turnover. Limitations include a young, educated sample bias (majority under 30, short tenure) and a Kuala Lumpur-centric focus, suggesting future research should explore generational differences and regional variations. Keywords: employee retention; intention to stay; extrinsic rewards; advancement opportunities; job satisfaction; constituent attachments; lack of alternatives; work location; talent management Subject Area: HD4801-8943 Labor. Work. Working class

Actions (login required)