Elucidating the factors that influence turnover intention

Turnover intention is defined as the likelihood of an employee leaving the current organization voluntarily. A high turnover rate may result in the loss of committed and skilled employees. Hence, turnover intention has become one of the major issues in most organisations. This study aims to investigate the factors that influence employee turnover intention in government-linked and private companies in Selangor and Penang. This research uses a quantitative survey to study the relationship between variables, and the unit of analysis is lower-level employees in government-linked and private companies. The sample is chosen using the purposive sampling technique. Besides that, the questionnaires were distributed via electronic mail. The data collected from 115 lower-level employees was analysed using the Statistical Package for the Social Sciences Technique (SPSS). The findings confirmed that job satisfaction, compensation and benefit and supervisory support have a significant influence on employee turnover intention. The theoretical implications, limitations and suggestions for future research are also highlighted in this study.