‘Title: The influence of job satisfaction on employee turnover intention in Malaysia’ Chapter 1: Introduction Introduction The major objectives for the research is about influencing the job satisfaction on the intention of employee turnover in Malaysia. The research focuses on the factors that relates to the inferential research designs with descriptive and the correlation research … Continue reading “influence of job satisfaction on employee | My Assignment Tutor”
‘Title: The influence of job satisfaction on employee turnover intention in Malaysia’ Chapter 1: Introduction Introduction The major objectives for the research is about influencing the job satisfaction on the intention of employee turnover in Malaysia. The research focuses on the factors that relates to the inferential research designs with descriptive and the correlation research design. Here, the findings are related to the employee turnover rate which tends to include the high staff turnover with the influence of productivity and the increased company costs. Not only this, the productivity also includes the employees encouraging to stay in the company for the longer time period. It is stimulated with the maximised period of time for a task. Hence, the job satisfaction is to measure the satisfaction of the employees with using the different surveys for reducing the turnover rate of employees for the companies. Hence, to retain the staff, there is a need to work on the staff requirements with efforts, time and company resources which are related to handle the hindering standards as well. The study involves the investigation about the commitment to the employee turnover intention for the production industry (Dousin et al., 2020). Hence, there are different productivity levels with the low employee morale and then there are negative consequences for the employees with the high rate of the turnover of the job in organization which tend to impact the performance standards. The various study is about the job satisfaction with deciding on the recruitment of the employees to replace the feelings of dissatisfaction. Hence, the study is to ensure about the employees who are retained in focusing on different factors that could lead to influencing the turnover intention among the employees as well. Research Background The research highlights on the relationship in between the satisfaction with the payments that are for handling the turnover intentions. Not only this, the pay satisfaction is the overall positive affect for the individual feelings mainly towards the pay. It involves the theory that are contributing towards the emphasis on the individuals working on maintaining the relationship within organization (Zhao et al., 2018). The relationship is about the supervisory report to work on the turnover intentions of employees and then working on the researches that are defined for considerable efforts as well. The willingness is to remain in the organization that pertains to the research and then there are commitment with the employee turnover as well (Chung et al., 2017). It involves the retaining of the employees, where the organization cannot escape from the exposure of the workforce for the higher work levels stress (De Simone et al., 2018). It is to handle the achievement of the high demands and targets with the objectives to examine about the relationship determined for the job stress, and the engagement of work and the job satisfaction with the commitment or the turnover intention of employees (Al-Suraihi et al., 2020). It is important to work on the performance data analysis where the study is about the modern era with the employee’s talent and then exploring the quality and quantity of the attachment of employees. It needs to retain the employees with the employers working on the intensified global competition. It comes through the revisions at the rapid speed with focusing on the leading of the decreased performance (Liu et al., 2018). Problem Statement According to the analysis, the globalization has been involving the employee turnover with forcing the companies to compete with the others to keep the best for their talents. Hence, if the organization keeps sustaining in the market of global competitiveness, the companies do not realize that the missions have increased the level of stress in work (Alkhateri et al., 2018). The intention for the employee turnover is considered to be the major issue with the continuous high turnover intention which is not considered to be the good sign. Hence, there are costs which affects the organization, employee dissatisfaction as well as the performance (Lim et al., 2017). This tends to ruin the organizational images and the performance standards. The strategies involved are for retaining the employees with reducing the turnover for the intention talents in organization which is considered to be recommended for the handling of working experiences and the skills or abilities (Islam et al., 2020). The turnover rate is considered to be the major challenge with the research that is conducted on the private sectors. Hence, the company needs to focus on the employment in the private sector and the job hopping which happens when the employees tend to keep on exchanging the workplace (Ngo, 2018). The research includes the analysis with the orientation about how the Malaysians tend to work on the individuals with the two and half years approach. It tends to reduce the turnover intention of the employees (Scanlan et al., 2019). Research Questions Q1: What are the factors related to relationship between job satisfaction and the turnover of the employee intention in Malaysia? Q2: What are the factors related to job satisfaction that contribute to the employee turnover in Malaysia? Q3: What is the relationship in satisfaction with pay and the intention of the employee turnover? Research Objectives To focus on the factors related to relationship between job satisfaction and the turnover of the employee intention in MalaysiaTo focus on the factors related to job satisfaction that contribute to the employee turnover in MalaysiaTo focus on the relationship in satisfaction with pay and the intention of the employee turnover Research Limitations The limitations are related to the costs of manufacturing with the problems that relates to the employee turnover which is considered to be a problem to retain the intellectual property of the organization. Hence, the organization needs to address the talent of the employee and their needs with the effective strategies that comes through the investments and then reducing the intention of the employees for the turnover. The study is also for examining about the employees in the company of Malaysia (Memon et al., 2020). With this, the employee feels to be unhappy with the tasks about handling the decisions and then determining about the enforcement which is for making the decisions to leave. The employees tend to work intentionally at the workplace, environment and the assignment given. The salary and the benefits received are dissatisfying the employees with the handling of the employees and the company which might make the employees motivated as well. It is important to focus on the patterns of the turnover intention with the necessary and the proactive steps which can lead to the people who are stressful and then it also affects the performance of individual as well. Not only this, there are stress which tends to occur with the changes that are high speed and are complex as well. Not only this, there are job stress which affects the different people in sectors and experienced sectors as well (Kamal et al., 2020). Literature Review Considering the research, the turnover intention is considered to be the major issue with the private sector having the larger turnover rate. Hence, the employee turnover is different with the change on the population density. It comes with the switching on the current job with the lower unemployment area that consists of the higher level of the rate of turnover as well. The intention is to leave the natural phenomenon with the planned system and the disputes for the role of work life (Pratiwi et al., 2020). The approach is based on the low employment rate with the higher number of the turnover rate standards which comes with the intention to leave and being working when there are certain inadequate systems of planning. Not only this, the turnover intention is the process to leave the current job of willingness where the employees are working to handle the occurrence for the different ways which are voluntary and involuntary. The turnover for the voluntary standards comes with the intention to decide about the leaving of organization. The involuntary turnover is about the unwillingness to leave the organization which is mainly due to the poor performance and the misconduct action (Harun et al., 2020). Chapter Outline The summary highlights about the details about the job stress and the turnover intention with the issues that relates to the work engagement as well. Not only this, there are organizational commitment and the intention of the turnover which will be discussed in the next chapter of literature review, research methodology and design. This chapter discusses about the research objectives on the basis of which we will be continuing with our further research. Chapter 2: Literature Review Introduction The objective is based on the influence with the job satisfaction with the employee turnover retention with handling different industry standards in Malaysia. The approach is based on the factors for the job satisfaction with the intention of employee turnover with the inferential research design, with descriptive research and correlational research designs that involves the multiple regression analysis with the employee turnover intention. The job satisfaction is high with the development of career which is a major factor for contributing to the intention of employee turnover. The job satisfaction is based on the pleasurable and positive emotional state that cause the company policies and rules which comes with the assembly performance norms that is set for the less than the ultimate working environment. The job and opinion is affected by the employee exclusive with the situations that includes values, requirements and anticipations. The factors include the salary, supervisory and the career development and work nature. The approach is based on the salary with the concern with employers and employees with the obvious importance on satisfying for economic needs. The essential factors with the handling of the variables to determine the retention with the monetary compensation (Al-Suraihi et al., 2020). The employee job satisfaction has been affected through the supervisor support and the employee acknowledgement. Understanding Independent variables and Dependent variables Employee Turnover Intention The turnover intention is for the employee with the leaving of current job and the willingness to separate from the organization. It is based on the talent which is not inherited with the need to retain the employee talents. The organization tend to face on the challenges with the global competition. The employee turnover is based on the issues to the organizational standards. The retaining of employees works on not escaping from exposing the workforce to the higher level of work stress. The objective is for the paper to examine the relationship between the job stress and work engagement. The job satisfaction and the organizational commitment and employee turnover intention that includes the self-administering the questionnaire (Gan, 2020). The performance is based on the significant relationship on the work engagement, with the job satisfaction and commitment of organization. The competitive business environment is for the human capital with the fundamental part with the order to retain the employee talent and then exploring the ways with quality and the quantity for the organization. The need is to retain the employees and then work on facing the challenges for intense global competition. The employee turnover is based on the issue with the workplace climate that leads to the decreased performance. The globalization tends to keep revising the rapid speed with the employee turnover that tends to force the companies to compete with the other organizations with keeping the best talents. The ensured approach is based on the sustaining the competitive market with not realizing the missions with increased stress level in working on the employee turnover which is not showed any positive rate. The continuous factors involves the turnover intention with not signing for the organization, with internal and external organization. It tends to affect the cost of organization with weak performance and dissatisfaction of employee. The study is about the references with overseeing the factors that tend to contribute towards the turnover intention (Miah et al., 2020). The employers have the strategies with retaining the talented ones with reducing the turnover intention of the employee talents for the organization. This is for the strategies to retain the employees for the talented ones. Hence, the reducing of the turnover intention with organization recommending to retain the top level management. The turnover rate is considered to be the major challenge for the industries with the conduct on private sectors with turnover that tend to occur for the big and the small that has been set for the problem in the retaining of employees. Job hopping happens with the employee with the exchange of workplace. The relevant reason is about the organization with not ability on the meeting of needs for the employees with the turnover rate that has been increased. Malaysian companies includes the acceptance of the fact with individuals working on the issues need to focus on the employee turnover intention with not handling the costly and the destructive approach towards the organization (Memom et al., 2020). Organizational Commitment The commitment is for the improved employee resource management with the interest for the reducing and then handling the turnover of the employees. The satisfaction of the job for the employees, commitment of organization and engagement of work, reducing job stress and enhancing the employee happiness. It involves the improvement for the overall organizational performance with the awareness for the adverse effect for the job satisfaction on the productivity and performance. This tends to work on the remaining of higher factors on Malaysian standards in the company of manufacturing. The employee turnover issue is based on the quality and costs with the industry development that is for the higher rate of employee turnover that acknowledge the awareness and the practitioners. The research is about the addressing the employee talent needs and then coming out for the effective strategies with the investments that is to reduce the intention of turnover among the employees. The study is for the influence of the turnover intention among the employee that is set for the larger number of turnover rate. The employee turnover is based on the switching of the current job with the low unemployment rate that results on the higher number of the turnover rate. The low unemployment rate is for the results with the widespread study that includes the employee turnover that has not been decreased yet. With this, the intention is based on the natural phenomenon with the planned system and dispute role for the life of work. Hence, the lack of motivation, promotion and the performance tends to focus on workplace with enforced employees with disturbing structure with quitting the job. The turnover intention is based on the leaving of the current job with the employee willingness to separate from the organization (Harun et al., 2020). Job Satisfaction The job satisfaction is based on the voluntary turnover with the employees on the leaving of the organization. It is for the involuntary turnover that tends to happen with the employees with the leaving the organization. The employee feel unhappy or the reluctant with the tasks and the decisions for quitting that tends to occur. The employee intention is based on the several factor with the workplace communication, environment, salary and the benefits which are received through dissatisfaction of employees. The intention is to leave with the results on the external factor like the company characteristics and financial concern that includes the personal conflicts with opportunity to advance the career. The employee turnover is based on the impact of the company with the morale from losing the talented employee. Hence, there are remaining the company with the productivity and job satisfaction, with the turnover intention with the proactive steps and preventive action that is considered to be the critical issue (Alzamel et al., 2020). The job stress is based on the individual performance with the organization that is huge or small with facing the unavoidable issue that is stress. The stress tend to occur with the nature of work that involves the drastic change with the change in high speed which is complex. The job stress tends to occur with the employees unable to fulfil the demands for the job with the condition of the physical and psychological mental disorder that tends to occur the situation of pressure. The requirements are based on the ability with the job stress which affect the people in the different sectors that are experienced with the pervasive approach. It involves the results on the high number of absenteeism rate and then leading to produce the higher number of the undesired effects for the organization and individual. The employers are seen to be serious in analysing the management of stress problems with influencing the employee dissatisfaction and the higher turnover intention. There is a need to focus on the stress related factors for the job which is the unstable job with the unsecured work environment like the security of job. The job continuity and the procedural justice tends to lead to the employee satisfaction level. It involves the uncertainty about the roles with the employees focusing on the misunderstanding and then expecting about not varying with the employee thinking for the job. The turnover intention is based on the role ambiguity with the low employee belongingness (Okolocha, 2020). Personality Traits The competitive strategy is based on the organization future which includes the retaining of the employees in organization. Hence, it tends to create the efficiency and the employee effectiveness. It tends to adapt to the customers, suppliers and the peers with working on the more stable approach. The engagement is based on the defining about the positive corresponding relationship with individual energy and the psychological attachment which is for handling the performance for the job tasks related. If the employee is engaged with the work, where the tendency is to handle the good response that is fun and excited towards the work. It indicates the employees with the lacking resource amount with the allocation themselves to work on the mental resilience and the psychological resources. The employee stay for the current employers if the job is engaged with the comparison to the disengaged employees that will help in deciding on the leaving of organization. The approach is based on the comparison to the disengaged employees with feeling unsafe at work and the influencing the employee turnover in the organization. The disengagement of the emotional standards includes the decrease of intention to maintain the organization and then there are alternative job elsewhere as well (Tubay, 2020). The organizational commitment is considered to be the important factor with the belief that there are higher employee commitment with lesser intention of leaving among the employees. The employee belonginess and the responsibility is for the mission in the organization with the employee behaviour which comes through trust, belonginess and contribution to the organization goals. The commitment of organization includes the reflection on the individual feeling about the organization. The higher organizational commitment is among the employees which will not easily make employees with the need to go for the normal job requirements. The performance is based on the attitude on the organizational citizenship behaviour with the culture and the intention to quit. The cultural learning is mainly to prevent the employees from leaving organization with the feeling of belongingness and ownership for the organization which is shaped on strong organizational commitment. The employees tend to focus on stressing the employees with experiencing the stress related to the job which results in the intention of leaving organization. Hence, the employees are unlikely to be engaging in the current work with looking for the other alternative job opportunities. Hence, the employees feel dissatisfied with leaving organization with result on the higher organizational commitment with employees being involved in handling the job stress, and the work engagement, satisfaction of the job and the organizational commitment (Abdullah et al., 2020). Discussion Considering the approach, there have been no significant relationship for the nature of work and the intention of the employee turnover. The findings involves the Herzberg motivation hygiene theory where Herzberg argued on the job satisfaction factors and the increased employee satisfaction is also there. There are findings which tend to emphasize on the higher satisfaction with work that could lead to providing the better relationship of the employee customer. The approach is based on the results with the career development and the employee turnover intention with the decision of employee to resign or stay which is influenced through the human resource activity like the development of career. The study involves the career development with the high commitment and experience that tend to seek for the opportunities with career development. The employers tend to gain the benefits with the high commitment of the employees and providing the long term career development. The findings also include the supervision and the employee turnover intention, with the supervisors involves in supporting and relating to the increased turnover. The approach is also for the employee development program that helps the retaining of employees and then building the self-esteem (Zamanan et al., 2020). The emphasis is on the cost benefit analysis with the career development initiative which tend to work on the control of the program in the company. The effective career planning is for the employees that involves the participation with setting the own objectives with ensuring about the learning and growth. The organizational management practices are liable on the degree of the participation of employees with understanding about the degree of complexity for the different practices. Hence, the career development programs is based on the requirement for the employee with the competencies that are defined for the employee competencies. The study involves the highlight for the job stress and the work engagement that includes the examination on the relationship with the variables. The job stress and the turnover intention includes the necessary factors which lead to the quitting intention. The significant relationship is between the work engagement and the turnover intention that is set for the work engagement. It involves the turnover intention among the employees which tends to increase with the negative and the significant relationship for the work engagement and the intention of turnover. The intention is based on the employees working on the reports that contributes towards the turnover intention. The organization tends to work on the stabilizing the level of turnover intention among the employees. It might affect the profile of company and image. This is not only losing the talented employees with the causing of the lower morale among the employees. It is set for the long term period which does not tend to lose the best talents that tends to affect the productivity and the profitability. The job satisfaction and the work engagement or the organizational commitment includes the influential predictors with lowering the turnover intention level. The challenging job and the work life balance or the enjoyment and the pleasant working environment with showing the concern of organization and commitment to the employees at the different level. Hence, the higher job satisfaction level includes the practices for the level that can be freely set for the communication with the manager. The support comes through developing the communication and then ensuring about the forms which relates to the level of trust and the good communication (Hefny, 2020). Theoretical Application The approach involves the discussion on Maslow Hierarchy of Needs Theory with psychological need where the salary needs to be fulfilled first before going to the other needs. Hence, the salary factor has no major relationship with the intention of employee turnover that indicates about the managerial level of employees and then working at the manufacturing industry with the major concern of the job satisfaction. The analysis is based on the factors for the career development which involves the overall organizational effectiveness. The careers in the companies have been involved with the undertaking the revolution to meet the demands for the rapid changing of the business environment. The job security has been seen to be non-existent with the companies and business giving major emphasis on the evolvement of the employee employability (Hadiyanti et al., 2020). It is set for the providing of secured employment with providing opportunities for the employees development. The negative relationship is between the career development and the intention of employee turnover. It tends to offer the opportunities with career development and then develop the fair career development procedures. It involves the indication with the need for supervisors to provide the encouragement and supporting the employees. The good investment to the company includes the training with the support that is for improving the competencies with providing assistance, communication, guidance and advising the subordinates on the different facets. The factors involves the company with the need to spend on the minimal amount of time with studying about the human behaviour, communication and the employee requirements. The recognition is based on the crucial factors with turnover intention that allow the companies with proactively identifying the key factors of turnover and then developing policies with building positive qualities and reducing the turnover of voluntary standards. It tends to involve the management of the turnover procedures and the supplementary costs. The managerial implications includes the standards that relates to supervisors to provide the complete encouragement and the support for the employees. The suitable training programs are for developing the sills with the investment to the company. The training is supportive in improving the competencies with the providing of assistance, communicating and then advising the subordinates on the different facets. It involves the factors with the company involved with the need to spend on the minimal amount of time to study for the human behaviour. The approach is based on the findings with indicating on the spending of the minimal amount of the time which is for the human behaviour, communication and employee requirements. The recognition is based on the negotiation skills and the human oriented problem solving skills. The factors tend to involve the spending of the minimal amount of time that is for studying the human behaviour, communication and employee requirements. The recognition is based on the crucial factors with interrelated to the turnover intention allowing the company to proactively identify the key factors of turnover. The managerial levels of the employees in Malaysia includes the employee turnover intention with the distribution process that involves the correlation coefficient with the negative relationship with factors of career development with supervision of the job satisfaction and employee turnover intention (Sheikh et al., 2020). Literature Gap The job satisfaction and the turnover intention includes the variable with expecting about the relationship to the turnover intention. It includes the employee actually getting from the organization. In addition, the job satisfaction tends to affect the decisions for the employee willing to stay and then leave the organization. The approach is based on the job dissatisfaction which tend to lead the employee with considering the current job and then thinking about the moving to the other job. If the employees highly feel satisfied with the current job, that will tend to help in staying longer in the organization. The employees tend to have the higher job satisfaction with the willingness to show the best ways to do the job and perform to make the organizational goals and objectives. The employee turnover tends to exist with the employee dissatisfied with the job currently that is due to the environment at the workplace. The challenges of the environment like the job security involves the opportunities with the difficult to understand about the job traits which tends to influence the job satisfaction combination and the intention of the turnover. The research is based on the employee engagement and the effectiveness that is based on the selection, training and the programs of supervisory. The techniques are involving the indicators to increase the satisfaction of the job employees that directly impacts the decisions on the employee willingness to stay or mainly leave organization (Sheikh et al., 2020). Conceptual Schema The supervisors tend to be supportive and caring with the recognition of the company as the same. The positive association is for the career development with helping to retain employees. Hence, the internal career development of employees with operative commitment with the retaining of professionals with the need to think on offering the future employment of company. The defined approach is for the job actual content that is based on the work standards with offering the technical professionals of the opportunity to involve the challenges and exciting the jobs. It is seen to be less possible to leave and then handle the turnover intention of employees. The turnover intention is based on the behavioural standards with the support and employee acknowledgement as well. It involves the supervisors with the representative approach that includes the co-workers and the supervision with the diversified individuals to work together effectively and then provide the excellent customer service. The agreement has been on the training with effectively accomplishing the jobs through the appraisal that helps in planning about the future and then providing the tools with proper job equipment (Tubay, 2020). The focus is on the continuous high number of the turnover intention which is not the good sign for the organization with the internal and external factors. The study includes the strategies to retain the customer intention of the employees. It is considered to be useful for the employers with the strategies to retain the employees with the talented ones. Hence, the standards are set to focus on the overall organizations with contributing to the employee intention. It includes the top level management with the knowledge, skills and the abilities when compared to the junior employees. The turnover rate has the major challenge with the regards on the turnover which tends to work on the job hopping The approach is based on the employee turnover rate with the continuously increased with the Malaysian countries involving the voluntary turnover. Hence, the approach is based on the recent reports with the obtaining of the findings with the reducing of the employee turnover intention. The organization tends to work on improving the employee intention that involves the resource management and then plan about the work engagement, job stress and the other means for the enhanced employee happiness that is practiced with the overall organizational performance. The level of the turnover rate involves the employee satisfaction on the overall productivity and performance level. But there are company that tends to work on the major effects of the quality and the costs (Al Mazouei et al., 2020). This tend to turn the company bottom line procedures with the practitioners and researchers involved in understanding the factors to retain the organizational intellectual property. This tends to address the employee talent needs with coming out for the effective strategies and reducing the intention of turnover among the employees. The investigation is about the issue with the dispute role of the work life and the lack of motivation, promotion and performance. The results are related to the external factors like that of the financial concern, personal conflicts or the opportunity with the advancement of the career. The turnover tends to affect those who are staying in the company and the company is also feeling demotivated for decreased productivity and satisfaction of job. Not only this, there are proactive steps and preventive actions that tend to be taken for tackling the issues (Okolocha, 2020). Conclusion The summary of the chapter highlights about the discussion for the different approaches of the job satisfaction on the employee turnover intention in Malaysia. The chapter further discusses about the employees who have been seen to be mainly affected through the intentional decisions about leaving the organization and feeling unlucky about the signature due to the improper performance in the job or the misconduct actions. The employees tend to determine the factors with enforcing them to make the decisions about leaving. It is for the employees who tend to work intentionally on the different factors and the communication at the workplace. Chapter 3: Research Methodology Introduction The focus is on the research with the use of the structural model which includes the standards which works with the different job specific aspects with the supervision that inclines to the determining factor with the employee turnover intention and the outcome section. It involves the job satisfaction with the high correlation-ship with the employee turnover intention which are of the salary, development of career, benefits and the rewards. The approach is based on the important management with the retaining policies. The inverse relationship is on the employee turnover intentions and the high correlation. The research is based on the conceptual framework with the intrinsic job satisfaction which is considered to be the major nature of the work and the development of career. The factors are for the extrinsic job satisfaction that involves the use of the measures for the behavioural intentions to resign. It is important to work on the performance data analysis where the study is about the modern era with the employee’s talent and then exploring the quality and quantity of the attachment of employees. It needs to retain the employees with the employers working on the intensified global competition. It comes through the revisions at the rapid speed with focusing on the leading of the decreased performance (Liu et al., 2018). Hence, the company needs to focus on the employment in the private sector and the job hopping which happens when the employees tend to keep on exchanging the workplace (Ngo, 2018). The intention is to leave the natural phenomenon with the planned system and the disputes for the role of work life (Pratiwi et al., 2020). The approach is based on the low employment rate with the higher number of the turnover rate standards which comes with the intention to leave and being working when there are certain inadequate systems of planning. Research Paradigm The research is based on the works with the job stress, and the management of work that includes the commitment of organization with the confirming on the several research. The stress is for the employee with the experienced stress that relates to the job which tends to result in the major increase of the intention to leave the organization. The employees are engaged with the current work with the alternative job opportunities with the decisions that directly affect the intention of turnover. It is found that the highly feel satisfied people with the current job includes the staying of the longer in the organization. Hence, there are approaches with the leaving of organization and the commitment to appear on the main predictors which is based on handling the employee intention with the organizational commitment which influence the employee turnover intention. The research is based on the methods with the variables that are measured through handling the sampling with focusing on the use of the simple random sampling (Huang et al., 2017). Research Design The research design is for the inferential process with determining on the expected patterns that is entitled through the theory and the observations. The hypothesis is to adopt the research with the survey on the manufacturing industry. The approach is based on the descriptive statistics that will help in simplifying the larger data amounts in the proper manner. With this, the descriptive statistics tends to reduce the data into the simple summary. There are numerical and the graphical methods that are suited when there are identifying of the patterns in the research techniques. The study inspects about the relationship to the two variables with the job satisfaction and the intention of the employee turnover for the study group. The approach is based on the correlational research technique with the relationship in between the variables for the job satisfaction and the turnover intention of the employees. The quantitative research is for the collection of numerical data and then analysing the use of the statistics and the mathematical methods. It involves the relationship with the independent variables for the job satisfaction and the dependent variables for the employee retention. The correlation of the research design is considered to be suitable for the research. The questionnaire design is considered to be the key component for the quantitative research design and the survey is concise for the better questionnaire and is also unambiguous. Approach with handling the employee retention. Research method or Strategy The research techniques involves the sampling with the nature and the aim of the research that includes the targets at the manufacturing industry. Not only this, there are non-probability sampling technique for gathering the data for the proper research (Zhang et al., 2018). The convenience samples are considered to be important for the accidental samples which is due to the components that are selected through the sample simply with the situation and the administrative working to handle the conduct for the data collection. The recommendation is for the 50 sample which is effective for the regression analysis. The sample size is for the research that includes the decisions about the 100 samples. The approach is based on the relationship with the questionnaires that are for the respondents to desire for the nature of work and the development of career, supervision and the salary. The multiple linear regression analysis includes the investigation on the four hypothesis suggested with the model that is significant. The variance in employee turnover intention with the record for the negative influence for the turnover intention with the recorded on the positive influence on the turnover intention. The job satisfaction and the organizational commitment with the job stress that does not obtain the significant result. The importance is based on the turnover intention with the satisfaction of job that is deemed with the work engagement that includes the multiple linear regression analysis with the independent variables that are being recorded with the negative influence on the intention of turnover. It comes with the major importance on influencing the turnover intention (Agarwal et al., 2017). Questionnaire Design The research is based on the job satisfaction and the intention of employee turnover with the Cronbach alpha which is considered to be the major study which is conducted with the reliability on the items for the test. The performance of scores with the multiple trials for the same procedures with the trust level that is defensible. The variables are for the exceeding than 0.7 with the high reliability. The relationship is for the nature of work with the employee turnover intention with the hypothesis where there are nature of work and the career development. The relationship is that there are no means for the factor of nature of work with the job satisfaction. The correlation is based on the significant with the level of 0.01 and 0.05 with the intention of job satisfaction and the intention employee turnover. The correlation coefficient is based on the next variable for the supervision with the job satisfaction and the intention turnover with the relationship that is based on the factor of salary for the job satisfaction. The approach is based on the regression stepwise regression with the modification on the forward selection. The check is on the significance with the reduction on the tolerance level. The significant number is based on the career development for the 0.009 with the contribution on the employee turnover intention with career development. Population and Sample Selection Process The population is based on the Maslow hierarchy of the Needs Theory which is based on the human resource planning. The productive standards are for handling the contribution with the organizational effectiveness. The approach is based on the relationship with the salary and employee turnover intention which tends to indicate about the managerial level of the employees. The sample is selected through the use of the simple random sampling with ensuring about the population with the independent chance of being mainly selected for the respondents. The respondents are for the answering on the self-administered questionnaire. It is based on the population with the handling of the different research randomizer along with handling the different questionnaires distributed with the collection and the deemed approach for the end of the data collection process. The measuring of the desired variables includes the paper with the established forms with the perceived turnover intention. The study is based on the adapted approaches with the measures that includes the turnover intention. It includes the items with the approach on the scales with alpha value. It is based on the respondents with the young age that has the experience for the change of the job with working life. The descriptive, correlations and the regression analysis comes with the elements with the respondents that rates the job satisfaction with the following by job stress, organizational commitment and the engagement of work. The employees tend to perceive the turnover intention with the intention to leave with the Pearson Product moment correlation with determining the association with the pair of variables. The results are correlated with the multicollinearity that is not the issue (Shafique et al., 2018). Reliability and Validity The reliability and the validity that involves the structural modelling with the handling of the adapted and the modified questions which includes the suit of the current research. The complete sources are for the creation of the complete questionnaires with the study that includes the reliability with the variables that are used. The reliability is for the research instrument used is for the alpha coefficients values with the variables that tend to exceed the minimum standards of the reliability. The reliability and the validity is based on the extent with the results that can be reproduced through the research with the assessing of consistency that includes the forms and the tests. The approach is based on the reliable measurements which is not valid and then there are results which includes the extents with the measures that are considered to be measurable as well. The reliability and the validity is based on the different circumstances with the high validity and the real properties, characteristics and the variations for the physical and the social world. The test-retest is based on the consistency that is for the measuring of the rates or the observers which includes the different examiners that includes the project as well. The measures are about the consistency with the measurement itself and the strong correlation is between the test results. The validity is based on the adherence for the existing theory and the knowledge along with the concepts for the self-esteem and then associated traits which tends to indicate for the higher construct validity (Lu et al., 2017). The test aims are for the speaking about the components with the other essential aspects. Data Analysis The research is based on the improvement of the different standards for the future research and practices. The leadership styles or the group dynamics are for the factors of training and the social support which is considered to be the best way for the stabilising of the level of the turnover intention. It includes the discussion of the low morale and the employees tend to remain in the organization with the long term period which is based on the findings, job satisfaction and the engagement of the work. Not only this, the turnover level of intention is based on handling the higher level of job satisfaction with the concerns and the commitment for the employees at the different levels. The approach is based on the two way communication which is set through the full commitment and then handling the different standards which relates to the forms of approaches and the sense of belongingness. The challenges are related to the engagement of work and then handling the engagement with the organization (Zhao et al., 2018). The development of the better communication is among the employees with creating the positive organizational climate that comes with the increased trust level, and the good communication that includes the approaches with the enhanced work that is for the regular basis for the measuring and the work level engagement. The measures are for assisting the organization to handle the engagement with the corrective actions as and when needed. The turnover intention is based on the behavioural standards with the support and employee acknowledgement as well. It involves the supervisors with the representative approach that includes the co-workers and the supervision with the diversified individuals to work together effectively and then provide the excellent customer service. The turnover rate has the major challenge with the regards on the turnover which tends to work on the job hopping The approach is based on the employee turnover rate with the continuously increased with the Malaysian countries involving the voluntary turnover. Hence, the approach is based on the recent reports with the obtaining of the findings with the reducing of the employee turnover intention. The results are related to the external factors like that of the financial concern, personal conflicts or the opportunity with the advancement of the career. The turnover tends to affect those who are staying in the company and the company is also feeling demotivated for decreased productivity and satisfaction of job. The effective career planning is for the employees that involves the participation with setting the own objectives with ensuring about the learning and growth. The organizational management practices are liable on the degree of the participation of employees with understanding about the degree of complexity for the different practices. Conclusion The research is based on the improvement with the focus on future research and practices. The contribution is for the turnover intention with the independent variables that tend to contribute for the turnover intention. The measures are based on the factors that affect the turnover intention with the social support and the training which is researched for the further study. The organization teds to involve the stabilized levels of the turnover intention with handling the employee sand the profile or the images which comes through handling the low morale among the other employees. It involves the findings, job satisfaction and the work engagement and the organizational commitment (Chung et al., 2017). The challenges and the meaningful job is for the work life balance, enjoyment and the working environment with proper organizational concern that includes the approaches for working on higher level of the satisfaction for the job. The organization is advised to handle the different standards with the practices for the open-door policies to ensure employees at the different levels. The free communications with the manger includes the forms which comes through handling the communication among the employees and then work on the standards which are related to the good communication and the cooperation. 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