Employee Engagement and Retention in Automotive Industry in Malaysian Context. Job Stress as a Moderator
Vimala Kadiresan1, Wong Sook Khuan2, Thangaraja Arumugam3, Farrell Rasu4, Anastashia Shawna Theseira5
1Vimala Kadiresan, HELP University, Selangor, Malaysia.
2Wong Sook Khuan, KDU University College, Malaysia.
3Thangaraja Arumugam, Vellore Institute of Technology, Chennai (Tamil Nadu), India.
4Farrell Rasu, National Institute of Public Administration (INTAN), Bukit Kiara, Kuala Lumpur, Malaysia.
5Anastashia Shawna Theseira, Segi University, Kota Damansara, Selangor, Malaysia.
Manuscript received on 27 September 2019 | Revised Manuscript received on 09 November 2019 | Manuscript Published on 22 November 2019 | PP: 607-617 | Volume-8 Issue-6S3 September 2019 | Retrieval Number: F11080986S319/19©BEIESP | DOI: 10.35940/ijeat.F1108.0986S319
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Abstract: Employee engagement has been extensively researched lately as it delivers a positive business outcome. Due to the complex competition prevailing in the automotive industry, maintaining a high-level engagement among the employees is important for long term business performance. The level of employee engagement can be improved by identifying its drivers. For this purpose of study, The Malaysian automotive industry was chosen as it plays a significant role in the manufacturing sector which drives towards industrialization nation, hence contributing to the Malaysian economy. The drivers of employee engagement are identified as (rewards and recognition, leadership, empowerment, compensation and career development) and their relationship between employee engagements are examined. Furthermore, Job stress was used as a moderator to examine the relationship of Employee Engagement and Retention. 288 responded from this industry in Malaysia based on random sampling and Structural equation modelling (SEM) was utilised as statistical tools to perform the analysis. It is hoped that this study will benefit many organizations, especially the employers and human resource managers in Malaysia by developing a better understanding on the importance of employee engagement within the organization, in a way, which could improve the performance of the business competitiveness and retain the employees.
Keywords: Engagement, Retention, Job Stress, Automotive Industry, Career Development, Leadership, Empowerment, Compensation.
Scope of the Article: Context Awareness and Personalization