COMMITTEE
REVIEWERS
Dr. Abu Umar Faruq Ahmad, Australia
Prof. Dr. Mazen A. Ateyyat, Jordan
Prof. Dr. Maybelle Saad Gaballah, Egypt
Dr. Elham Moghtadai Khorasgani, Iran.
Associate Prof. Dr. Nopadol Uchaipichat, Thailand
Dr. Atheer A. Mehdi Al-Dulimi, Iraq
Dr. Haleh Kangarlou, Iran
Prof. Dr. Mazen A. Ateyyat, Jordan
Prof. Dr. Maybelle Saad Gaballah, Egypt
Dr. Elham Moghtadai Khorasgani, Iran.
Associate Prof. Dr. Nopadol Uchaipichat, Thailand
Dr. Atheer A. Mehdi Al-Dulimi, Iraq
Dr. Haleh Kangarlou, Iran
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KEYNOTE SPEAKER
Dr. Muhammad Khalil Omar
Universiti Teknologi MARA
Universiti Teknologi MARA
Dr. Muhamad Khalil Omar is a Senior Lecturer of Human Resource Management (HRM) at the Faculty Business & Management, Universiti Teknologi MARA (UiTM), Puncak Alam since 2011. Dr. Muhamad Khalil has been teaching and tutoring undergraduate and postgraduate students, as well as assessing and examining final examination for Strategic Human Resource Management, Customer Relations Management, Research Methods, Human Resource Development, Recruitment & Selection, Performance Management, Human Resource Management and Technology, Introduction to Human Resource Management, Management of Change, Organizational Development, Organizational Behaviour, Principles and Practice of Management, Principles and Practice of Marketing. He is also Resource Person for Strategic Human Resource Management & Customer Relations Management. He has been involved in new program development and curriculum review for Master in HRM, Master in Business Management and Bachelor of HRM as committee member. He is also supervising, co-supervising and examining thesis for Bachelor Degree, Master Degree and PhD students. Dr. Muhamad Khalil is also active in various associations. He is Senior Member of International Economics Development Research Center (IEDRC) and Member of Malaysian Institute of Management (MIM). In addition, he is also Certified Assessor Recognition of Prior Learning, Human Resource Development Fund (HRDF) and the Great Britain College Consortium. He is also an active member in Editorial Board Member of American Journal of Applied Psychology and Asian Social Science (SCOPUS – Q2). Lastly, he is a Paper Reviewer Committee for IPN Education Group. Besides his duties in UiTM, Dr. Muhamad Khalil is Curriculum Advisor for Diploma in Business and Management and Academic Advisor for Human Resource Management for Intec Education College (INTEC). He is also an External Examiner of Open University Malaysia (OUM). Dr. Muhamad Khalil is also active in activities outside the realm of academic. He is a Fellow of CEO@Faculty Programme 2.0 organised by Ministry of Higher Education, Malaysia. He is also Advisor for Human Resource Management Students Society (2014 & 2015), Trainer/Facilitator/Speaker for Modul Kemahiran Insaniah Kementerian Pendidikan Malaysia, Career Grooming, Personality Enhancement Module and Community Empowerment Module for Health Education Department of Ministry of Health. In addition, he is a certified trainer for SPSS Analysis Module for Institut Pendidikan Neo UiTM. He is also active in student activities. He is the trainer for Participants Development Program and Hasta La Vista Modules for Human Resource Students Society (HURES) UiTM, Advisor for MAB (Malaysian Association for the Blind) as Adopted NGO by HURES as well as Advisor for UiTM Entrepreneur-Charity Fest 2015. Dr. Muhamad Khalil received Bachelor’s degree from Universiti Kebangsaan Malaysia (UKM) in Accountancy, an MBA from Universiti Putra Malaysia (UPM) and his Ph.D. from the Universiti Malaya (UM) in Human Resource Management. His thesis is titled ‘Work Status Congruence, Work-Related Attitudes, and Satisfaction with Work-Life Balance of Services Employees in Malaysia’. Dr. Muhamad Khalil has written and co-written in total 53 articles in various journals and conference proceedings, including International Journal of Economics and Financial Issues, Advanced Science Letters, International Review of Management and Marketing, Global Review of Accounting and Finance and others. On top of that, he has been involved in 10 research grants, nationally and internally. In terms of achievement, he has won the Best Paper Award at International Conference on Business and Social Sciences 2017, Seoul, Korea, Journal Best Paper from Global Review of Accounting and Finance, World Business Institute, Australia and Best Presenter Award at 2nd International Conference Statistic, Accounting and Management 2016 Kuala Lumpur. At UiTM level, he was awarded Excellence Service Award (Anugerah Perkhidmatan Cemerlang - APC ) in 2015, won Silver Medal at UiTM Research, Invention, Innovation and Designs (RIID2013), won Bronze Medal at UiTM Research Innovation Symposium Exposition (RISE 2015), and won 3 Bronze Medals at UiTM International Business Innovation, Invention and Design (IBIID 2015).
Abstract
Turnover Intention among Factory Workers in Malaysia: Factors That Matter
Work-life balance, job stress, reward system and turnover intention are some essential elements in a working environment. To a certain extent, some of these elements are prerequisites to job performance. Talent retention is of particular concern to any organization due to globalization, the skills shortage and rapidly advancing technology. Work-life balance represents the dynamic between working life and personal life. Meanwhile job stress requires the employees to resolve job conflict, as unresolved job stress might lead to unproductive results. Reward system is positive outcomes that are earned as a result of an employee's performance. Lastly, turnover intention can be defined as employee’s thoughts of quitting their job and an intention to seek out another job outside of the organization. Employee turnover has significant costs and negative consequences for organizations. Far from being a liability, the greatest asset any business has is its employees. And like any asset, employees and talents need to be invested in. However, current statistics show voluntary turnover was the highest among manufacturing workers in Malaysia as compared to other industry. Therefore, the main objective of this study was to investigate the effects of work-life balance, job stress, and reward system towards employees’ turnover intention. This study involved 100 respondents from two different factories of a manufacturing company located in Klang Valley, Malaysia. The respondents were randomly selected from various departments. Results indicated that job stress was the most significant factor of employees’ intention to quit, followed by the reward system. The implication of this study is that organization should take appropriate action in managing their employees’ stress as well as offering an attractive rewards in order to retain their talented staffs hence maintaining the company’s stability and competitiveness. Future research should include other factors like organizational politics and downsizing that might influence the turnover intention.