Abstract
Retention of employees is substantial for firms to generate sustainability since losing experienced and skilled individuals influence the general productivity, and product quality (Noor, Zainuddin, Panigrahi, & Rahim, 2020). While various researches have been done regarding this matter, the larger part place on turnover because of organizational approach, a couple of studies have been done with the intention to stay. For this reason, this study incorporates organizational justice, organizational commitment, and how they relate to expanding intention to stay. The respondents were picked using a simple random sampling method. Using a sample of 603 engineers working in Malaysian construction projects. The data was accumulated through a self-administered questionnaire and analyzed utilizing structural equation modeling in IBM SPSS AMOS 23.0. The current study gets two fundamental outcomes. Firstly, organizational justice and organizational commitment are positively associated with the intention to stay. Secondly, organizational commitment plays a mediating role between organizational justice and employees’ intention to stay. Therefore, employees would be more willing for intention to stay in fair organizational settings, particularly when they are committed to their organization
Highlights
When employees leave organizations, they need to be substituted
The principal crisis confronting the majority of Malaysian construction projects is high turnover; present circumstance has been a critical worry for administrative exploration (Hussain & Huei Xian, 2019)
A simple random sampling technique was used in this study to select 603 respondents from the sampling frame of a Malaysian construction project, fulfilling the parametric statistical analysis requirements
Summary
This is called employee turnover (Latif & Saraih, 2016). For the beyond ten years, the pace of employee turnover has been a nonstop challenge confronting businesses all around the world. As indicated by Hom, Lee, Shaw, and Hausknecht (2017), job turnover in nations like France (24.4%), Germany (16.5%), the United States (18.6%), Italy (21%), the Netherlands (15.4%), and Belgium (15%) has all the earmarks of being extremely high. Construction organizations in Asian nations, for example, Taiwan, Malaysia, Singapore, and South Korea face a similar undeniable degree of job turnover (Hussain & Huei Xian, 2019). The principal crisis confronting the majority of Malaysian construction projects is high turnover; present circumstance has been a critical worry for administrative exploration (Hussain & Huei Xian, 2019)
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