The decreasing number of employee retention rate especially in the Information, Communication, and Technology (ICT) industry, either in local and global, cannot be exempted. Previous studies revealed that a supportive work environment is among the retainable factors. Thus, the purpose of this study examined the effect of supportive work environment on employee retention. There are three dominant predictors of a supportive work environment, namely organizational support, supervisory support, and job satisfaction that are hypothesized to have a positive and significant relationship with employee retention. A total of 257 questionnaires have distributed and 183 valid questionnaires have returned. The data collected are statistically analyzed and reported in descriptive statistics, frequency, Pearson correlation, and multiple regression analyses. The findings of the study confirmed that only supervisory support and job satisfaction, have a positive and significant relationship with employee retention. However, there is no significant relationship found between organizational support and employee retention among ICT employees.
Adikiah, S. K. (2018, October 20). The most in demand job. Retrieved from https://www.humanresourcesonline.net/the-most-in-demand-job/
Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118–125.
https://doi.org/10.1016/j.jhtm.2016.12.002.
Alias, N. E., Mat Roni, S., Merga, M. K., & Ismail, I. (2017). Rethinking of talent management practices as an employee retention strategy in emerging economy. In The proceedings of 2nd Business Doctoral and Emerging Scholars Conference, At ECU Joondalup Campus Perth, Australia. (pp. 144–151).
Alias, N. E., Othman, R., Loon, K. W., Ridzuan, A. R., & Krishnan, R. (2017). Towards Effective Employee Retention Strategy: Implementation of Talent Management in Information, Communication and Technology Companies. Advanced Science Letters, 23(8), 7857-7860.
Anvari, R., JianFu, Z., & Chermahini, S. H. (2014). Effective Strategy for Solving Voluntary Turnover Problem among Employees. Procedia - Social and Behavioral Sciences, 129, 186–190. https://doi.org/10.1016/j.sbspro.2014.03.665.
Hamwi, A. G., Rutherford, B. N., & Boles, J. S. (2011). Reducing emotional exhaustion and increasing organizational support. Journal of Business & Industrial Marketing, 26(1), 4–13. https://doi.org/10.1108/08858621111097166.
Arnold, K. A., & Dupré, K. E. (2012). Perceived organizational support, employee health and emotions. International Journal of Workplace Health Management, 5(2), 139–152. https://doi.org/10.1108/17538351211239171.
BICT Group SDN BHD. About. (n.d). Retrieved 2018, October 20, from https://www.bit.com.my/about/
Cardy, R. L. and Lengnick-Hall, M. L. (2011), "Will They Stay or Will They Go? Exploring a Customer-Oriented Approach to Employee Retention", Journal of Business and Psychology, Vol.26 No. 2, pp. 213-217.
Chin, C. L. (2018). The Influence of Job Satisfaction on Employee Turnover Intention in the Manufacturing Industry of Malaysia, 1(2), 53–63.
Corner, F. (2018) Software has the highest job turnover rate of any industry in 2017. Retrieved from https://www.techrepublic.com/article/software-had-the-highest-job-turnover-
rate-of-an.y-industry-in-2017/
Cronley, C., & Kim, Y. Kyoung. (2017). Intentions to turnover: Testing the moderated effects of organizational culture, as mediated by job satisfaction, within the Salvation Army. Leadership and Organization Development Journal, 38(2), 194–209. https://doi.org/10.1108/LODJ-10-2015-0227.
Danish, R. Q., Ramzan, S., & Ahmad, F. (2013). Effect of Perceived Organizational Support and Work Environment on Organizational Commitment: Mediating Role of Self Monitoring. Advances in Economics and Business, 1(4), 312-317.
Dechawatanapaisal, D. (2018). Employee retention: the effects of internal branding and brand attitudes in sales organizations. Personnel Review, 47(3), 675–693. https://doi.org/10.1108/PR-06-2017-0193.
DeLong, R. S. (2015). Key Strategies for Retaining Information Technology Professionals. Proquest Dissertations and Theses.
Eisenberger, R., Hungtington, R. H. and Sowa, S. (1986), "Perceived Organizational Support", Journal o Applied Psychology, Vol. 71 No. 31, pp. 500-7.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. and Rhoades, L. (2002), "Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention", Journal of Applied Psychology, Vol. 87 No. 3, pp.565-573. No. 3, pp. 635-672.
Eva, Y. (2017, October 20). Average job turnover for a person is 2 1/2 years. http://www.thesundaily.my/news/2017/07/20/average-job-turnover-person.
Eugene, M. (2015, July 11). Why employees quit.
https://www.thestar.com.my/business/businessnews/2015/07/11/whyemployees-quit/
Ferreira, A. I., Martinez, L. F., Lamelas, J. P., & Rodrigues, R. I. (2017). Mediation of job embeddedness and satisfaction in the relationship between tas
In-Text Citation: (Alias, Zailan, Jahya, Othman, & Sahiq, 2019)
To Cite this Article: Alias, N. E., Zailan, N. A., Jahya, A., Othman, R., & Sahiq, A. N. M. (2019). The Effect of Supportive Work Environment on Employee Retention at Malaysia Information, Communication, and Technology (ICT) Industry. International Journal of Academic Research in Business and Social Sciences, 9(8), 61–77.
Copyright: © 2019 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
