The study is aimed to determine the factors of turnover intention among lecturers in the private higher education institution in Sabah. The research samples comprised lecturers in private institutions, universities, and colleges. Based on previous literature and underpinning theories, this study proposed a framework relating to turnover intention. Subsequently, two independent variables, namely job demand and resources, were employed, followed by a mediating variable, burnout. Accordingly, these variables are associated with turnover intention, serving as the dependent variable. Four hypotheses were eventually proposed based on the outlined conceptual framework.
Most organizations always look for ways in how to improve employee retention and satisfaction in order to maintain their organizational productivity and performance. The purpose of this paper is to investigate the perspective of selected employees on the effect of career development on employee retention in logistics industry at Labuan F.T, with pay satisfaction playing the role as the mediator. The sample size of this quantitative study is 200 employees of Asian Supply Base Sdn. Bhd. (ASB) while the sampling method are purposive sampling and convenience sampling. The collection of data was analysed using Smart-PLS. The results showed that career development has a significant impact on employee retention, whereas the relationship between career development and employee retention can be mediated by pay satisfaction.
Most companies nowadays experience issues due to the lack of organizing career development programs. Hence, the study determines the association career development with employee retention in Malaysian airline industry. This study adapted structured questionnaires from past work comprising employee retention (eight items), career planning (seven items), training and development (8 items), and talent management (seven items). A total of 377 respondents were selected from the ground handling department of selected company from Malaysian airline industry. Besides, this research adopted descriptive and influential survey research designs to identify which variable influenced employees' decision to remain or quit the organization. The results indicated that career planning, training, and development with talent management were significant and positively correlated with employee retention. Ultimately, the results could enable the companies to provide good service quality in the ground handling department.
Malaysia is still considered the leader and cranium of Islamic banking; despite numerous challenges, it has succeeded in creating a full-fledged Islamic banking system parallel to the existing conventional system. Islamic banking issues of not having sufficient training and career development for their employees had led to serious issues, and it is the manager's responsibility to curb these issues. Thus, this paper aims to verify the relationship between internal marketing and job satisfaction in Islamic banks in Sabah. Three dimensions of internal marketing are considered: training, career development, and leadership. The paper adopts a quantitative, descriptive, and correlational study using a cross-sectional survey design of a cross-sectional research methodology. Data are collected through an online questionnaire involving 200 bank employees. Statistical Package for Social Scientist and Partial least squares-structural equation modeling is used to verify the predicted relationships.
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