The Influence of Perceived Organisational Attractiveness and Organisational Citizenship Behaviour on Employed Malaysians’ Turnover Intention: the Moderating Effect of Perceived Social Sustainable Practices

Yap, Yvonne (2024) The Influence of Perceived Organisational Attractiveness and Organisational Citizenship Behaviour on Employed Malaysians’ Turnover Intention: the Moderating Effect of Perceived Social Sustainable Practices. Masters thesis, Tunku Abdul Rahman University of Management and Technology.

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Abstract

Employee turnover has emerged as a significant challenge in Malaysia, with employees being the cornerstone of organisational success. High turnover rates not only disrupt operational continuity but also incur substantial costs associated with recruitment, training, and lost productivity. Moreover, frequent turnover can undermine team cohesion and morale, impacting overall organisational effectiveness. Addressing this issue is crucial, as employees are the lifeblood of any organisation, driving innovation, productivity, and growth. Through targeted research and strategic interventions, organisations can identify underlying factors contributing to turnover and implement proactive measures to foster employee engagement, job satisfaction, and loyalty. This research study aims to examine the factor influencing Malaysian employee’ turnover intention such as the perceived organisational attractiveness, organisational citizenship behaviour. Besides, this research study also examines the moderating effect of perceived social sustainability practices. To achieve the objectives of this research, a quantitative approach and cross-sectional method have been employed, involving 280 full-time employees in Malaysian organisations. The collected data are then analysed using Statistical Package for Social Sciences (SPSS) Version 29.0 and Partial Least Square – Structural Equation Modelling (PLS-SEM, namely SmartPLS). The research findings revealed that perceived organisational attractiveness, organisational citizenship behaviour, and perceived social sustainability practices can significantly influence the employee turnover intention within the Malaysian workplace, and perceived social sustainability practices moderated the relationship between perceived organisational attractiveness and employee turnover intention. Notably, the moderating role of perceived social sustainability practices in the relationship between perceived organisational attractiveness and turnover intention is highlighted, which is a dimension rarely explored in prior research. From the practical perspective, this research findings offer organisational leaders to tailor suitable strategies to enhance workplace environments and foster employee satisfaction, ultimately reducing turnover rates and retaining valuable talent. However, it's important to acknowledge the limitations of this study and recommendations are provided for future research studies