Religiosity Perceptions and Employee Turnover Intention in Malaysia

Hassan, Norazian Mohd; Mohammad, Azlyantiny; Mohd, Feridah; Rozilah, Abdul Aziz; Ali, Sharrifah

doi:10.7763/ijssh.2015.v5.436

Cited by 8 publications

(9 citation statements)

References 23 publications

(30 reference statements)

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“…This research is different from the previous study in terms of the correlation of religiosity toward employees' intention to stay. The finding of this research contradicts the report of [24], who found that religiosity had no significant effect on turnover intentions. Moreover, [22] also found that intrinsic religiosity was negatively related to turnover intention, and extrinsic religiosity was positively related to turnover intention.…”

Section: Discussioncontrasting

confidence: 99%

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The Influence of Turnover Factors Toward Employees’ Intention to Stay: A Case Study in Indonesian Islamic Universities

Malik¹

2020

JTI

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This study analyzed several employee turnover factors, such as satisfaction, organizational commitment, and religiosity, to predict the employees’ intention to stay. Very few studies in the Muslim context have explored such a corporate attitude from the viewpoint of job satisfaction and organizational commitment. This study employed a quantitative and descriptive research design. A survey was used to analyze the correlation between some predictors of the employees’ intention to stay. In particular, it attempted to show that religiosity affected both job satisfaction and organizational commitment either directly or indirectly. The data were obtained from 150 employees in some Islamic universities in Malang. The findings revealed that (1) job satisfaction was influenced by religious beliefs. (2) job satisfaction significantly affected the employees' commitment. (3) religiosity gave an indirect positive impact to the corporate commitment through job satisfaction, and 4) religiosity was positively related to the employees' intention to stay. Regarding this, the employees who keep the religious belief in the workplace are encouraged to bring themselves to perform excellently.

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Section: Discussioncontrasting

confidence: 99%

“…Ten hypotheses are presented as follows: Hypotheses 1 : Religiosity influences the employees' intention to stay in Islamic Universities in Malang, East Java, Indonesia [24]. They used three dimensions of religiosity, such as (1) policy and procedure, (2) leadership style, and (3) religious calling.…”

Section: Research Hypothesesmentioning

confidence: 99%

The Influence of Turnover Factors Toward Employees’ Intention to Stay: A Case Study in Indonesian Islamic Universities

Malik¹

2020

JTI

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“…Results of the present study are in line with those of some studies conducted in the field of spirituality and turnover intention or the desire to stay (34)(35)(36)(37). However, they are inconsistent with the findings of the research performed by Narehan et al in Malaysia about religious beliefs and turnover intention (38). These contradictions could be due to cultural differences and the effect of religious and spiritual values and beliefs of individuals in different countries and societies.…”

Section: Methodscontrasting

confidence: 55%

Spiritual Well-being at Workplace and Its Relationship with Organizational Commitment and Turnover among Textile Industry Employees in Qom, Iran

2021

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Background & Aims of the Study: Recently, there has been a surge of interest in spirituality and spiritual well-being due to their numerous beneficial organizational outcomes. Organizational commitment and turnover have been considered as positive and negative factors, respectively, in the success and productivity of organizations. Given the relationship among spiritual well-being, organizational commitment, and turnover, this study investigated spiritual well-being at the workplace and its relationship with organizational commitment and turnover among the employees of the selected textile companies in Qom province, Iran in 2016. Materials and Methods: This descriptive-analytical study was performed on 222 employees of selected textile companies in Qom province. The participants were selected using the stratified sampling method. The required data were collected using three questionnaires, namely a demographic characteristics form, Spiritual Well-Being Scale by Ellison and Paloutzian, and Allen-Meyer Organizational Commitment Questionnaire. It should be mentioned that the validity and reliability of the Persian version of these questionnaires were confirmed. The collected data were analyzed using descriptive statistics, Pearson correlation coefficients, one-way analysis of variance, and Chi-square in SPSS software (version 20). Results: Based on the findings, the mean values of total spiritual well-being and organizational commitment of employees were 98.26±14.92 and 105.23±18.6, respectively. There were positive correlation coefficients and significant correlations between total spiritual well-being and organizational commitment (P˂0.01). In addition, the results showed that turnover had negative significant correlations with all aspects of spiritual wellbeing and organizational commitment (P˂0.01). Conclusion:Based on the results, it is possible to optimize workplace conditions and productivity by improving the spiritual well-being of the employees.

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“…It is one of the most important parts that influence on marketing decisions (Terpstra & Saratha, 2000). In addition, religiousness is a set of values, policies and ideologies that present an ethical and proper structure for being considerate, for motivation and for good behaviour (Hassan, Mohammad, Mohd, Rozilah & Ali, 2015). However, the advantage of religiousness in the place of work is that persons and organization found it extra inventive, fruitful and adaptive.…”

Section: Religiousnessmentioning

confidence: 99%

Investigating the Relationship among Fit Organization, Organization Commitment and Employee’s Intention to Stay: Malaysian Context

Noor

Zainuddin

Panigrahi

et al. 2018

Global Business Review

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Retaining employees in the organization has become very crucial especially in tough times. Losing skilled and experienced employees affect the overall productivity, profitability and product quality. While numerous studies have been carried out on this subject and the majority centre on turnover due to organizational approach, only a few studies have been done on intention to stay. Thus, the main purpose of this article is to examine the relationship among fit organization, organizational commitment and employee’s intention to stay in information and communication technology (ICT) industry in Malaysia. Quantitative method with self-administered questionnaire approach is followed targeting information technology (IT) managers of ICT with stratified random sampling of 105 IT professionals of ICT companies in Malaysia, based on the analysis using partial least square structural equation modelling (PLS-SEM) (PLS 3.0) to establish both measurement and structural model. From the empirical findings, it was revealed that there is a strong relationship between organizational commitment and intention to stay. The result also found that religiousness in the employees makes them to stay in the organization. This shows that while remunerations are crucial for the intention of employees, employee’s commitment is much higher than the intention initiatives.

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Religiosity Perceptions and Employee Turnover Intention in Malaysia

Cited by 8 publications

References 23 publications

The Influence of Turnover Factors Toward Employees’ Intention to Stay: A Case Study in Indonesian Islamic Universities

The Influence of Turnover Factors Toward Employees’ Intention to Stay: A Case Study in Indonesian Islamic Universities

Spiritual Well-being at Workplace and Its Relationship with Organizational Commitment and Turnover among Textile Industry Employees in Qom, Iran

Investigating the Relationship among Fit Organization, Organization Commitment and Employee’s Intention to Stay: Malaysian Context

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