Determinants of Employee-Turnover Intention: Understanding the Role of Job Satisfaction, Compensation Practice, and Leadership Style
Keywords:
Compensation Practice, Employee-Turnover Intention, Job Satisfaction, Leadership Style, Private-Sector EmployeesAbstract
This study examines the influence of job satisfaction, compensation practice, and leadership style on
employee-turnover intention. A questionnaire consisting of five sections A to E has been distributed to
collect the needed information: Section A, statements regarding job satisfaction; Section B,
compensation practice; Section C, leadership style; and Section D, demographic background of
respondents. The population for this research is 300 people among private-sector employees from
Koperasi Kakitangan Petronas Berhad (KOPETRO), and out of that amount, 160 respondents have
successfully participated. The Statistical Package for Social Science (SPSS) Version 26 has been used
to generate the results of this study. The reliability test for all independent variables has tested good to
excellent internal consistency as the leadership style is the highest variable with the result of 0.954,
followed by job satisfaction with the result of 0.861, and compensation practice, which carries the result
of 0.722. In the meantime, the Pearson’s correlation has been used to investigate the relationship
between job satisfaction, compensation practice, and leadership style with the dependent variable. The
test has revealed that all the independent variables have a significant relationship with employeeturnover intention, where the significant test result (p ≤ 0.05). In conclusion, the researchers have found
out that all three hypotheses are accepted, which means that, from Hypothesis One until Hypothesis
Three, it has been discovered that job satisfaction, compensation practice and leadership style have a
significant relationship with employee-turnover intention. Lastly, the researchers hope that all the
employers and top management of the private sector can gain benefits from this study.
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Copyright (c) 2025 Nasyaruddin Mohamed, Khalid Amin Mat, Farah Ahlami Mansor, Nasiha Abdullah, Nur Shafini Mohd Said, Siti Rapidah Omar Ali
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