The Impact of Learning and Development Initiatives on the Retention of Engineers in Malaysian Firms

Abstract

The study sets out to explore the role of L&D (organizational and individual) factors within engineering firms, based on the social exchange theory, a popular framework about psychological contract and maintenance of the employee- employer relationship. Testing these concepts with Malaysian engineers and managers, the current research will explore the extent to which organizations provide effective learning and development initiatives that counter commitment by creating a sense of obligation through professional growth. The notion of psychological contract will be used to conceptualize engineers’ intention to stay and is seen as mediating the relationship between learning and development opportunities and engineers’ intention to stay. Ten (10) manufacturing companies will be invited to fill up the questionnaire. These questions offer the possibility for identifying L&D factors which will influence the retention of Malaysian's engineers, as well as the influence of psychological contract on this relationship. Based on these results, it would be possible to identify the challenges of employee retention and the mismatch between L&D professionals and retention strategies, with engineer's needs, wants, and expectations (psychological contract) in relation to their retention.