The relationship between career development, compensation and work-life balance on employees' retention in audit firms

Retaining skilled employees is an ongoing challenge due to high turnover, demanding workload, and limited talent supply. This study examines the relationship between career development, compensation, and work-life balance on employees’ retention, using Social Exchange Theory (SET) as the main framework. The research focused on Big-Four, mid-tier, and small firms in the Klang Valley, in which early staff departures often affect audit quality and increase recruitment costs. A quantitative, cross-sectional design was used, with purposive sampling applied to collect 336 valid responses through a structured questionnaire. Data were analyzed using SPSS version 29, applying descriptive statistics, Pearson correlation, and multiple linear regression. The results showed all three factors significantly and positively influence employee retention, with work-life balance is the strongest indicator, followed by career development, and compensation. The model explained 59.7% of the variance in retention, showing the importance of strategic HR practices in sustaining workforce stability. This study recommends supportive work-life balance, structured career development opportunities, and competitive compensation packages as key retention strategies. The findings provide empirical support for SET in the Malaysian audit context and offer practical recommendations for developing effective retention strategies and committed employees