Labor Market Trends in Malaysia: Analyzing the Impact of HR Management Practices on Employment Stability and Turnover Intention
Labor Market Trends in Malaysia: Analyzing the Impact of HR Management Practices on Employment Stability and Turnover Intention

Summary/Abstract: The focus of the current research is to explore how HRM practices such as job security, work-life balance, training and development, performance management, and compensation and benefits affect employment stability and turnover intention in the Malaysian job market. In the case of HRM practices and turnover intention, it also examines the employment stability to be a mediator among the variables. Conceptually, the study is rooted in the Social Exchange perspective on HRM, which claims that organizations offering high-quality HRM practices/HRM are likely to receive a supportive attitude and behaviour from employees, revealing a sound employment relationship and low turnover intentions. The future of the study is to materialize itself on a quantitative research design and the testing of variables collected from the Malaysian labor market sample. The findings also suggest that job stability is a mediator between HRM practices and turnover intention. In the context of this literature, this study is adding to the literature on this issue and it is based on the empirical evidence on the efficacy of HRM practices in reducing turnover intention and promoting employment stability where the context is Malaysia. The results may then provide insights through which organizations can create and enforce effective strategic HRM policies addressing the seemingly strange Malaysian frolics with the labor market. Insights de-rived from this study may also, however, provide useful bases for policy-makers and HR leaders to develop strategies for a more stable and dedicated workforce, and for the sustainable development of economic social development in the nation.

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