A Study on Factors Influencing Job Satisfaction and Retention of Millennials in QI Malaysia

by Elvina Stephanie Fernandez

February 2022


The study will attempt to identify the drivers of job satisfaction and retention of millennial employees in the organisation selected – QI Malaysia which is the largest office of the Group, located in Petaling Jaya, Malaysia. This study was based on Herzberg’s (1964)
motivation-hygiene theory with specific application for the millennial generation. This empirical study proposes four factors that will the independent variable that can influence millennial job satisfaction which is the dependent variable and lead to their retention in the organisation. The factors are (a) monetary benefits; (b) non-monetary benefits; (c)organisation factors; and (d) social factors.

Monetary benefits identified for this study are salary, bonus and allowance. Non-monetary benefits used for this study are promotion, recognition and training. Organisation factors to be tested for this study are leadership, working condition and fairness. Finally the social factors to be tested in this study are coworker support, quality of interaction and corporate norm. From past research, many evidence showed that the selected drivers will influence the increase of job satisfaction of millennial employees, which will then positively impact the rate of retention of millennial employees in an organisation.

Therefore, this study intends to identify if these factors will influence a millennials job satisfaction which will then impact their intention to stay on inthe organisation. Data is collected to receive primary data through questionnaires with check marking and Likert scale response. There will be no open ended questions. The sampling for this research are millennial employees of QI Malaysia that make up to 50 percent of the total employees. The number will be a total of one hundred and twenty respondents.

The questionnaire will be design in google form and emailed to the respondents to fill and revert by a set date. The expected finding is that all the hypothesis are successfully accepted. There is an expected limitation now to reach the respondents as it is during the pandemic and employees are working from home as compared to working in the office when I as a researcher can meet them to request for their help to look into the email and respond, whereby always face to face communication will help to build relationship and lead to them helping to answer the questions. It is predicted that this survey will take about one to three months to complete. The practical implication of this study is to help the organisation – QI Malaysia, get a thorough understanding on the factors influencing millennial employees and put in the right strategies to satisfy their x needs and wants in order to retain them.

This will help the organisation keep the best talent and reduce wasting time as well as resources to rehire, and be able to focus their
attention on business productivity. The result of this study is hope to be able to assist QI Malaysia’s talent management team to put more effort in formulating what work for successful human capital development strategies of millennials for the Group’s sustainability in the industry.

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