INTENTION TO LEAVE AN ORGANIZATION, PROMOTION SYSTEM AND JOB SATISFACTION AMONG FEDERAL CIVIL SERVANTS APPOINTED UNDER THE “CLOSED SERVICE SCHEME” IN SABAH, MALAYSIA
DOI:
https://doi.org/10.51200/jaaab.v0i0.1273Keywords:
career growth, promotion system, personality traits, job satisfaction, intention to leave the organizationAbstract
This research explores the relationship between career growth, promotion system, personality traits on job satisfaction and the intention to leave an organization among federal civil servants appointed under the “Closed Service Scheme†public sector in Sabah, Malaysia. While there are some studies like this have been implemented in many public and private sectors, but studies specifically for civil servants under the “Closed Service Scheme†in the public sector of Malaysia is still poorly implemented. The samples involved in this study are government officers serving in the federal departments and agencies in the state of Sabah, Malaysia and have served the current organization for at least 5 years. This study is an applied research, research paradigm of this study has been used a positivism approach and research strategy was deductive research. The purpose of the study is the hypothesis testing to test each of the variables used in this study. The quantitative method was used in this study. A total of 700 questionnaires were distributed among federal public servants of management and professional groups consisting of grade 41 to grade 54. A total of 420 questionnaires have been returned but only 380 questionnaires have been found useable for analysis in this study. The sampling technique used was purposive sampling technique. Items of questions in the questionnaire which were adapted from items questions that have been used by previous researchers in their study, but there are some items of the question have been modified to be consistent with in this study. Quantitative data were analysed using IBM SPSS version 23 and various statistical methods of data analysis were used; correlation, regression and syntax mediation tests have been used in this study. The findings indicated that federal public servants appointed under “Closed Service Scheme†are satisfied with their job and prefer to remain served in the current organization. If employers have found organization is concerned about career growth and promotion opportunities were implemented fairly, job satisfaction and intention to leave the organization among federal public employees appointed under “Closed Service Scheme†in the Malaysian public sector could be expected. Sub construct contained in the first independent variable, career growth, such as professional ability development, job rotation and supervision as well as the second independent variable promotion system, such as promotion equity and promotion speed and finally neuroticism personality traits should focus more on improving the employees’ job satisfaction in the public sector. Remuneration growth and provision of attractive career goals and also the employee’s personality tests should also be considered by the organization to be implemented to improve, increase and maintain job satisfaction among federal public servants appointed under “Closed Service Scheme†in Sabah, Malaysia. These studies contributed knowledge to provide empirical evidence and a better understanding of the relationship between career growth, promotion system, personality traits on job satisfaction and intention to leave the organization among civil servants appointed under the “Closed Service Scheme†in the federal departments and agencies in Sabah, Malaysia. From a practical perspective, the findings from this study can be used by policy makers, managers and researchers who are interested in improving the performance of public services and human resource management in the public sector.
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