Factors Influencing Staffs Turnover in Malaysia Construction Companies
Monirul Islam1, Syamsul Hendra Mahmud2, Muhammad Faeiz Bin Mohd Zainuddin3, Sarajul Fikri Mohamed4, Naif Alaboud5
1Monirul Islam*, Department of Quantity Surveying, Faculty of Built Environment, University Teknologi Malaysia, Johor Bahru, Malaysia.
2Syamsul Hendra Mahmud, Department of Quantity Surveying, Faculty of Built Environment, University Teknologi Malaysia, Johor Bahru, Malaysia.
3Sarajul Fikri Mohamed, Department of Quantity Surveying, Faculty of Built Environment, University Teknologi Malaysia, Johor Bahru, Malaysia.
4Muhammad Faeiz Bin Mohd Zainuddin, Department of Quantity Surveying, Faculty of Built Environment, University Teknologi Malaysia, Johor Bahru, Malaysia.
5Naif Alaboud, Umm Alqura University, College of Engineering and Islamic Architecture.
Manuscript received on March 15, 2020. | Revised Manuscript received on March 27, 2020. | Manuscript published on April 10, 2020. | PP: 201-206 | Volume-9 Issue-6, April 2020. | Retrieval Number: F3544049620/2020©BEIESP | DOI: 10.35940/ijitee.F3544.049620
Open Access | Ethics and Policies | Cite | Mendeley
© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Employee turnover has always been the real issue in the fields of organisational behaviour, human resource management and labour economics. The issue of why people leave their workplace is always a key concern for human resource managers in various industries and their organisations because of the costly effect that comes from it. Although the vast study on employee turnover, the information regarding this issue is very scarce in the scope of construction industry in Malaysia. The purpose of this research is therefore to determine the factors influencing employees’ turnover in construction companies and the strategies taken by the companies to retain employees. A total of 45 sets of questionnaires were collected. The questionnaires collected were then analysed by frequency distribution. For the first objective, the findings revealed that the studied factors influenced employee turnover from a neutral to fair extent. For the second objective, all the strategies mentioned could be taken and used as retention strategies by the company from a neutral or fair extent and hence its practicality and effectiveness to retain employees.
Keywords: Employee Turnover, Factors, Strategy, Construction
Scope of the Article: Construction Engineering