Factors affecting turnover intention among Malaysian’s information and communication technology (ICT) employees

The primary purpose of this study was to investigate the effect of personality traits, perceived organisational support, organisational justice, and organisational learning culture on turnover intention among Information and Communication Technology (ICT) employees in Malaysia. The study also examined the role of organisational citizenship behavior as a mediator on the relationship. The role of job embeddedness as a moderator on the effect of organisational citizenship behaviour on turnover intention was also examined. This study integrated two theories, i.e. social exchange theory and theory of planned behaviour to support the effects of the variables on successful strategy implementation. Questionnaires were distributed to 764 employees working in the ICT service sector in Malaysia. 421 questionnaires were returned, but only 377 were used in the analysis using Structural Equation Modelling (SEM) - Partial Least (PLS) method. The results of the study revealed a significant effect of personality traits and perceived organisational support on organisational citizenship behavior and turnover intention and a significant effect of organisational citizenship behavior on turnover intention. Organisational justice was found to have a significant positive effect on organisational citizenship behaviour but insignificant effect on turnover intention. The results also revealed that organisational learning culture showed an insignificant effect on organisational citizenship behavior and turnover intention. The results also demonstrated the mediating role of organisational citizenship behavior in the link between personality traits, perceived organisational support, organisational justice, and turnover intention. However, organisational citizenship behavior did not mediate the relationship between organisational learning culture and turnover intention. The study also revealed that the moderating role of job embeddedness was insignificant on the effect of organisational citizenship behavior on turnover intention. The present study also highlighted the implications of the research, future research recommendations as well as its limitations.