Abstract:
This study investigates whether factor such as training, supervisor, pay and fringe
benefits; and perceived organizational support (POS) influence employee turnover in
E&E manufacturing industry in northern Malaysia. Herzberg Theory and Social
Exchange Theory underlie the model framework in current study. Self-administered
questionnaire was the method for data collection with a total of 150 respondents taking
part in this study. Partial Least Square (PLS) and Statistical Package for Social Sciences
(SPSS) were utilized to analyze the data. Only pay was found to be crucial in influencing
employee turnover. Training, supervisor, fringe benefits and perceived organizational
support do not influence employee turnover. Employee commitment has a negative
relationship with employee turnover. In addition, pay, fringe benefits and perceived
organizational support (POS) have a positive influence on employee commitment.
Employee commitment was found to mediate the effect of pay and fringe benefits on
employee turnover. The research findings from this study will enable E&E manufacturing
industry in northern Malaysia and the Malaysian government policymaker to better
comprehend the needs of employee in order to retain the workers by establishing
effective retention program and improving employee policy. The findings are mostly
based on respondents in states such as Penang, Kedah.
