Abstract
This study is conducted to examine two issues: First, to examine the work environment factors that influence job satisfaction among executive level employees in the public sector organizations in Malaysia; second, to examine the effect of job satisfaction on turnover intention. The data of this study have been collected through survey. The respondents are 212 executive level employees. The data have been analyzed using a structural equation modeling technique. In summary, there are five work environment factors that influence job satisfaction among executive level employees in this context. The factors include perceived organizational support, training, coworker support, participative leadership style and work stress. In addition, this study provides empirical evidence about the role of job satisfaction as a factor that can decrease turnover intention, especially among executive level employees in the public sector organizations in Malaysia.
Highlights
The statistic from the Ministry of Human Resource shows that the number of executive level employees has continuously increased every year
This study was conducted in a public sector organization in Malaysia. 212 executive level employees have participated in this study. 51.4 percent (N = 109) of them are female, while 48.6 percent (N = 103) of them are male
This study is conducted to examine two issues related to job satisfaction in the context of public sector organizations in Malaysia: First, to identify the factors that influence job satisfaction, to examine the effect of perceived organizational support, participative leadership style, training, coworker support, and work stress on job satisfaction; second, to examine the effect of job satisfaction on turnover intention
Summary
The statistic from the Ministry of Human Resource shows that the number of executive level employees has continuously increased every year. This study is conducted to address the previous gap by simultaneously examine the effect of various work environment factors (perceived organizational support, training, coworker support, participative leadership, work stress) on job satisfaction in a particular context, the public sector in Malaysia. It is due to the empirical evidence from previous studies which were based on the sample from health industry in the United States (Filipova, 2011) and Netherland (Koster, Grip, & Fouarge, 2011), and among female executive in the United States (Jawahar & Hemmasi, 2006) Conducting such replications ensures that the results are repeatable and not artificial to particular samples/or settings (Jawahar & Hemmasi, 2006)
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