![]() The independent variables in this study are the reciprocal processes between employee and employer such as work-life balance, work environment, and reward and compensation. If an employee is dissatisfied, they will leave and seek employment elsewhere thus, the organization must work hard to retain its people otherwise, it would lose its best employees (Aguenza and Som, 2018). Employees today are different they are not short of choices (Priya and Sudhamathi, 2019). In order to retain employees, organizations must also provide a supportive work environment (Kundu and Lata, 2017 Naz et al., 2020). This indicates that compensation, training, and performance appraisal all have a favorable effect on employee retention (Bibi et al., 2018). Several factors contribute to employee retention, namely, communication, reward programmes, career development, and performance-based bonuses, among other elements. Although the employee turnover issue is not new (Menon, 2020), considering the COVID-19 pandemic, corporations were facing a lot of problems in the retention of employees, hence, the current study is aimed at better understanding the potential factors influencing employee retention. The Malaysian labor market is always growing, and high turnover rates show that retaining employees is a tough challenge (Kadiresan et al., 2019). In Malaysia, the consumer goods industry has the highest voluntary turnover rate at 8.4%. According to Birruntha ( 2019), 6.5% of the voluntary turnover attrition rate starts in the first half of the year across industries. In contrast to voluntary turnover, a higher involuntary turnover may indicate issues with an organization's hiring strategy and processes. Voluntary and involuntary turnover, on the other hand, are two different forms of turnover which are distinguished by whether the employee or the employer makes the decision to end the work relationship (Sun and Wang, 2017 Zheng et al., 2021). Finding the right person for the right position is difficult enough, but HR professionals face a considerably greater challenge in keeping them (Kamalaveni et al., 2019). ![]() The intention arises when there is a lack of motivation, promotion and performance in the workplace, which causes the employee to quit the job and leave the organization (Bhayo et al., 2017 Kaur and Randhawa, 2020). Turnover intention is an employee's willingness to leave his current organization. Employees have become a priority since they positively contribute to the attainment of organizational goals and mission (Johennesse and Chou, 2017 Rattu and Tielung, 2018), long-term business health, and profitability (Aswale, 2017) therefore, companies must seek to understand why people stay or go (Bibi et al., 2018). Securing and keeping qualified employees play a crucial part in any organization because the knowledge and expertise of employees are essential for the economic competitiveness of the organization (Mathimaran and Kumar, 2017 Chakraborty and Biswas, 2020). Research on employee retention highlights that the precise reasons why individuals quit organizations are complex and frequently linked to work-related stressors. In addition, based on Malaysia media reports, retention is indicated by a high turnover ratio, with up to 150,000 employees losing their jobs during the epidemic as a result of the financial crisis and lockdown (Ibrahim et al., 2021). ( 2017), within 2 years about 36% of employees in Malaysia were likely to leave their organization. Employers in Malaysia are dealing with high rates of voluntary turnover, for example, the voluntary turnover rate in 2017 was 12.8%, compared to a median of 10% in all major Asia-Pacific markets (Hewitt, 2017). Over the last decade, employee retention has become a key challenge for organizations as the demand for skilled employees has risen in businesses (Chakravarti and Chakraborty, 2020). In developing countries like Malaysia, employee turnover intention has become a serious problem (Munir and Tobi, 2020). ![]() A recurring difficulty faced by organizations today is the problem of increased employee turnover and the retention of employees (Al-Suraihi et al., 2021).
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