The impact of corporate governance factors on job satisfaction and revenue intent in the IT industry. The impact of corporate governance factors on job satisfaction and revenue intent in the IT industry. The aim of this research project is to investigate the impact of Corporate Governance Factors on job satisfaction and turnover intention in the IT industry from a Malaysian perspective.
RESEARCH OVERVIEW
- Introduction
- Research Background
- Problem Statement
- Research Objectives
- General Objective
- Specific Objective
- Research Questions
- Scope of the Study
- Significance of the Study
- Chapter Summary
To study the effect of reputation on job satisfaction of employees in the IT industry in Malaysia. Does transformational leadership positively affect job satisfaction of Malaysian employees in the IT industry. Does job satisfaction negatively affect turnover intention of Malaysian employees in the IT industry.
REVIEW OF LITERATURE
- Introduction
- Underlying Theories
- Literature Review
- Transformational Leadership (TL)
- Fairness (F)
- Reputation (R)
- Job Satisfaction (JS)
- External Work Opportunities (EWO)
- Turnover Intention (TI)
- Hypotheses Development
- The relationship between transformational leadership and job satisfaction
- The relationship between fairness and job satisfaction
- The relationship between reputation and job satisfaction
- The relationship between job satisfaction and turnover intention
- The relationship between external work opportunities and turnover
- Proposed Conceptual Framework
- Chapter Summary
H2: Justice has a significant relationship with job satisfaction of Malaysian employees in the IT industry. H3: Reputation has a significant relationship with job satisfaction of Malaysian employees in the IT industry. H4: Job satisfaction has a significant relationship with turnover intention of Malaysian employees in the IT industry.
RESEARCH METHODOLOGY
- Introduction
- Research Philosophy
- Research Design
- Sampling Design
- Target Population
- Sampling Frame and Sampling Location
- Sampling Elements
- Sampling Technique
- Sample Size
- Data Collection Methods
- Survey
- Research Instrument
- Questionnaire Design
- Pretest and Pilot Test
- Origin of Constructs
- Scale of Measurement
- Data Processing
- Questionnaire Checking
- Avoid Missing Value
- Data Editing
- Data Coding
- Data Transcribing
- Data Cleaning
- Data Analysis
- Scale Measurement
- Multivariate Assumption Test
- Descriptive Analysis
- Inferential Analysis
- Chapter Summary
Therefore, questionnaires will be distributed to the employee working in the IT industry in Malaysia to examine the relationship between the variables among Malaysians and the data will be analyzed. The research objective of this research is to investigate the relationship between TL, F, R, JS and EWO and IT of Malaysian employees in the IT industry. Thus, the target respondents of this study are Malaysian employees working in the IT industry with at least 1 year of work experience.
28 Malaysian employees in the IT industry, so it is necessary to study and research it. In section C, there are questions to know the respondents' perspective on the factors that will affect the job satisfaction of employees in the IT industry in Malaysia. In section D, the questions are to know the respondents' perspective on the factors that affect the turnover intention of Malaysian employees in the IT industry.
In Section E, the questions are to know the purpose of turnover of Malaysian employees in the IT industry. In this research, nominal scale, ordinal scale and interval scale were used in questionnaire research. In the fourth step, each question will be assigned a numerical value to facilitate the researcher to analyze the data.
In this research, multiple regression is used to understand and investigate whether the job satisfaction of employees in the IT industry in Malaysia can be predicted based on transformational leadership, fairness, reputation, job satisfaction and external work opportunities.
DATA ANALYSIS
- Introduction
- Normality Test
- Reliability Test
- Descriptive Analysis
- Respondent Demographic Profile
- Inferential Analysis
- Pearson Correlation Analysis
- Multicollinearity
- Hypothesis Testing
- Chapter Summary
Based on table 4.1, the reliability test was to measure the reliability of the independent variables which are transformational leadership (TL), justice (F), reputation (R), job satisfaction (JS), external work opportunities (EWO ) and the dependent variable which is turnover intention (TI). In Table 4.11, the regression value (R) is 0.816, and it is the correlation between the independent variables (transformational leadership, justice and reputation) and the dependent variable (job satisfaction). In Table 4.13, the regression value (R) is 0.689, and it is the correlation between the independent variables (JS and EWO) and the dependent variable (TI).
There is a significant relationship between job satisfaction and extrinsic job opportunities and turnover intention of Malaysian employees in the IT industry. H1: Transformational leadership has a significant relationship with job satisfaction of Malaysian employees in the IT industry. Referring to table 4.12, the significant value of transformational leadership is less than 0.001, it is lower than 0.05.
There is a significant relationship between fairness and job satisfaction of Malaysian employees in the IT industry. There is a significant relationship between reputation and job satisfaction of Malaysian employees in the IT industry. There is a significant relationship between job satisfaction and turnover intention of Malaysian employees in the IT industry.
Referring to table 4.14, the significant value of external job opportunities is less than 0.001, it is lower than 0.05.
DISCUSSION AND CONCLUSION
Introduction
Summary of Statistical Analysis
- Pearson Correlation Analysis
- Multiple Regression Analysis
In addition, transformational leadership, honesty and reputation have a significant relationship with the job satisfaction of Malaysian employees in the IT industry. In addition, job satisfaction and remote work opportunities have a significant relationship with the turnover intention of Malaysian workers in the IT industry.
Discussion of Major Findings
- Transformational Leadership (TL) and Job Satisfaction (JS) of employee
- Fairness (F) and Job Satisfaction (JS) of employee
- Reputation (R) and Job Satisfaction (JS) of employee
- Job Satisfaction (JS) and Turnover Intention (TI) of employee
- External Work Opportunities (EWO) and Turnover Intention (TI) of
Furthermore, in the research of Ali et al., (2013), transformational leadership has a significant effect on the job satisfaction of instructors working in three selected universities in Mogadishu-Somalia. 67 Similarly, in the research of Hasan (2010), fairness has a significant relationship with the job satisfaction of employees in Electrical Industry Companies. Furthermore, according to the research of Parvin & Kabir (2011), fairness has a significant effect on job satisfaction in the pharmaceutical sector.
This finding showed that reputation has a significant relationship with the job satisfaction of employees in the IT industry. In the research of Alniacik et al., (2011), reputation has a significant relationship with the job satisfaction of academic staff in the higher education industry. This finding indicated that job satisfaction has a significant negative relationship with the turnover intention of an employee in the IT industry.
In Ahmed & Yang's (2017) research, job satisfaction is the most significant factor in turnover intention. In addition, the research of Ezaili et al., (2018), showed that there is a negative relationship with turnover intention in the manufacturing industry. Moreover, in the research of Chen et al., (2014), there is a significant effect between job satisfaction and turnover intention in Taiwan hospitals.
This finding indicated that external job opportunities have a significant positive relationship with an employee's turnover intention in the IT industry.
Implication of Study
70 Furthermore, in the research of Ahmed & Yang (2017), EWO is the most important factor in turnover intention in the ICT sector. As there are various external job opportunities in the market, an organization must take certain actions or have proper planning to overcome employee turnover. Besides, fairness (F) is one of the significant factors affecting the job satisfaction of Malaysian employees in the IT industry.
The result indicated that Malaysian employees in the IT industry would like to have fair practices in the organization in terms of treatment, promotion, salary, opportunities, growth and performance management and therefore they will satisfy their jobs. Therefore, the result of this research can serve as a guideline for the organization, human resources and decision makers to improve the practices and policies of the company, where the company could have a better performance appraisal system to evaluate everyone in the company so that it could improve the employee's performance and quality. Furthermore, reputation (R) is one of the most important factors influencing the job satisfaction of Malaysian employees in the IT industry.
The result indicated that when the organization has a good image and reputation, Malaysian employees in the IT industry will be satisfied with their work while improving their performance. Moreover, job satisfaction (JS) is the major determinant in influencing the turnover intention of Malaysian workers in the IT industry. Finally, Remote Work Opportunities (EWO) are one of the important factors in the turnover intent of Malaysian workers in the IT industry.
This result in this research showed that when the company offers less opportunities and growth to the employee, then the employee will tend to look for a new job or new opportunities in the competitive market and industry.
Limitation of Study
Meanwhile, when the employee is not satisfied with the organization, they will intend to leave the company. Therefore, the result of this research can serve as a guide for the organization, managers, HR practitioners and policy makers to understand the intention of employees to leave the company and take appropriate actions to solve the problem of turnover while improving more on quality of works, team, processes and policies so that it could reduce the turnover intention of employees, as well as researchers for further study and investigation. These results can thus help the organization, managers and personnel practitioners to have better planning of career development and opportunities for the employee to grow with the organization.
In addition, the Covid-19 outbreak could have an impact on employment and therefore on the bottom line, with people preferring to stay in their current company until the situation improves and move to a better job or company in the future.
Recommendation for Future Study
Chapter Summary
74 In this research, he studied the corporate governance factors that will affect job satisfaction and turnover intention of Malaysian employees in the IT industry. Furthermore, job satisfaction and extrinsic job opportunities have a significant relationship with employee turnover intention. In conclusion, this research can provide a better understanding for the IT industry, organization, policy makers and researchers of the job satisfaction and turnover intention of Malaysian employees in the IT industry.
Interdisciplinary Journal of Contemporary Research on Corporate Leadership Style and Teacher Job Satisfaction: A Case Study in China. Kwai Fatt C, Khin EWS, Heng TN (2010) The impact of organizational fairness on employee job satisfaction: the perspectives of Malaysian companies. The effect of organizational culture and leadership style on job satisfaction and organizational commitment: an international comparison.
The influence of leadership styles on employee job satisfaction in public sector organizations in Malaysia. The impact of corporate governance factors on job satisfaction and turnover intention in the IT industry from a Malaysian perspective. The title of this survey is "The Impact of Corporate Governance Factors on Job Satisfaction and Turnover Intention in the IT Industry from a Malaysian Perspective".
The purpose of this survey is to investigate the relationship between factors related to corporate governance (transformational leadership, fairness and reputation), job satisfaction and external job opportunities influence the turnover intention of Malaysian employees in the IT industry. Section C: Assessing the Factors Affecting Job Satisfaction and Turnover Intention of Malaysian Employees in the IT Industry. In this section, I would like to know your opinion about the factors that affect job satisfaction.
