Determinants of Employee-Turnover Intention: Understanding the Role of Job Satisfaction, Compensation Practice, and Leadership Style
This study examines the influence of job satisfaction, compensation practice, and leadership style on employee-turnover intention. A questionnaire consisting of five sections A to E has been distributed to collect the needed information: Section A, statements regarding job satisfaction; Section B, compensation practice; Section C, leadership style; and Section D, demographic background of respondents. The population for this research is 300 people among private-sector employees from Koperasi Kakitangan Petronas Berhad (KOPETRO), and out of that amount, 160 respondents have successfully participated. The Statistical Package for Social Science (SPSS) Version 26 has been used to generate the results of this study. The reliability test for all independent variables has tested good to excellent internal consistency as the leadership style is the highest variable with the result of 0.954, followed by job satisfaction with the result of 0.861, and compensation practice, which carries the result of 0.722. In the meantime, the Pearson’s correlation has been used to investigate the relationship between job satisfaction, compensation practice, and leadership style with the dependent variable. The test has revealed that all the independent variables have a significant relationship with employee- turnover intention, where the significant test result (p ≤ 0.05). In conclusion, the researchers have found out that all three hypotheses are accepted, which means that, from Hypothesis One until Hypothesis Three, it has been discovered that job satisfaction, compensation practice and leadership style have a significant relationship with employee-turnover intention. Lastly, the researchers hope that all the employers and top management of the private sector can gain benefits from this study.
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