Zainal Nur Syafiqah Binti, Wider Walton, Lajuma Surianti, Ahmad Khadri Mohd Wafiy Akmal B, Taib Nasehah Mohd, Joseph Asong
Faculty of Business and Communication, INTI International University, Nilai, Malaysia.
School of Science & Psychology, International University of Malaya-Wales, Kuala Lumpur, Malaysia.
Front Sociol. 2022 Jul 8;7:928951. doi: 10.3389/fsoc.2022.928951. eCollection 2022.
This study aims to investigate the effects of work-life balance, work environment, and reward and compensation on employee retention in Malaysia. A total of 400 questionnaires were collected online from employees within the service industry in Malaysia. Partial least square structure equation modeling was used to test the model and hypotheses. The results reveal that work-life balance and work environment had a strong positive effect on employee retention, but reward and compensation had a much stronger positive effect on employee retention. This research provides unique theoretical contributions by investigating these factors in the midst of the COVID-19 outbreak as components of the reciprocal process between employee and employer, and their effects on employee retention. This study also provides vital insights to business organizations to consider designing effective employee retention plans for a successful business.
本研究旨在调查工作与生活平衡、工作环境以及奖励与薪酬对马来西亚员工留任意愿的影响。通过在线方式从马来西亚服务业员工中总共收集了400份问卷。采用偏最小二乘结构方程模型对模型和假设进行检验。结果表明，工作与生活平衡和工作环境对员工留任意愿有强烈的正向影响，但奖励与薪酬对员工留任意愿的正向影响更强。本研究通过在新冠疫情期间将这些因素作为员工与雇主之间相互过程的组成部分进行调查，以及它们对员工留任意愿的影响，提供了独特的理论贡献。本研究还为商业组织提供了重要见解，以考虑设计有效的员工留任计划以实现业务成功。
