• Vol 9, No 8 (2018)
  • Civil Engineering

Turnover Intention and Job Satisfaction among Quantity Surveyors

Tan Chin Keng, Nik Nur Azirah Mohamed Nor, Yeoh Kah Ching


Cite this article as:
Keng, T.C., Nor, N.N.A.M., Ching, Y.K. 2018. Turnover Intention and Job Satisfaction among Quantity Surveyors. International Journal of Technology. Volume 9(8), pp. 1551-1560
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Tan Chin Keng Department of Quantity Surveying, Kulliyyah of Architecture & Environmental Design International Islamic University Malaysia, Jalan Gombak, 53100 Kuala Lumpur, Malaysia
Nik Nur Azirah Mohamed Nor Department of Quantity Surveying, Kulliyyah of Architecture & Environmental Design International Islamic University Malaysia, Jalan Gombak, 53100 Kuala Lumpur, Malaysia
Yeoh Kah Ching Department of Business and IT, New Era University College, Jalan Bukit, 43000 Kajang, Malaysia
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Abstract
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Within the framework of human resource management, this study focuses on the issues of turnover intention and job satisfaction in the context of quantity surveying firms. Turnover intention leads to actual turnover. Several factors have been identified to cause turnover intention. Quantity surveyors are among the key players in construction projects. A quantity surveyor is involved in financial and contractual matters from the initiation stage to the completion of construction. In relation to the technical employees of quantity surveying firms, the objectives of this research are: (1) to determine whether these employees have turnover intention; and (2) to determine their level of job satisfaction. The data for this study were collected through a questionnaire survey. The scope of the study is limited to technical staff in quantity surveying firms in Malaysia. A total of 600 questionnaires were distributed to quantity surveyors in these firms, and 183 responses were received within the given period of time. Thus, the response rate for this study is 30.5%. This study found that 38.8% of respondents intend to quit their current organizations. This percentage is considered high and impacts the staff stability of the firms. Turnover intention might be related to job dissatisfaction; the majority of respondents were not satisfied with most of the items in the constructs of opportunities and rewards, specifically, the salaries, bonuses, benefits, and promotion opportunities provided by the firms. In addition, the majority of the respondents expressed their dissatisfaction with the opportunities provided by their firms to participate in work-related decisions and suggestions.

Job satisfaction; Quantity surveyor; Turnover intention

Introduction

The issue of employee turnover is widely discussed in the literature on organizational behavior. According to Sun (2011), employee turnover is the degree of individuals that quit membership of an organization. Alam (2012) explained that turnover occurs when employees leave their jobs after they have turnover intention. According to Tett and Meyer (1993) and Ali (2008), turnover intention is the willingness of an employee to leave an organization. It is also referred to as behavioral intention to quit an organization.

Turnover intention leads to actual turnover. Several factors have been identified to cause turnover intention. Martin (2010) listed the availability of promotions and career development, the prospect of higher pay, interpersonal conflicts with colleagues, poor human resources policies, and personal reasons as some of these factors. Most studies, including those of Nankervis et al. (2005), Samad (2006), Ali (2008), Alam (2012), and Chatzoglou et al. (2011), have found that job satisfaction affects employees’ intention to leave an organization. According to Chatzoglou et al. (2011), job satisfaction is defined as an employee’s feelings towards his or her job. Alam (2012) added that job satisfaction is an employee’s emotion towards and evaluation of their job. Similarly, Puvada and Rao (2012) referred to job satisfaction as an employee’s set of emotional feelings about his or her work and organization, and Habib et al. (2010) described job satisfaction as a positive feeling toward an individual’s job and experiences.

Quantity surveyors are among the key players involved in a construction project (Rabie & Riad, 2011). Hee and Ling (2011) described quantity surveyors as professionals involved in the procurement, cost, and contract management processes associated with construction projects. According to Nkado and Meyer (2001), a quantity surveyor is involved in financial and contractual matters from the initiation stage to the completion of construction. This study is concerned with job satisfaction and turnover intention among quantity surveyors. In relation to the technical employees of quantity surveying firms, the objectives of this research are as follows: (1) To determine whether the employees have turnover intention; and (2) To determine the employees’ level of job satisfaction.

Conclusion

This study finds that 38.8% of respondents intend to quit their current organizations. This percentage is high and impacts the firms’ staff stability. Turnover intention might be related to job dissatisfaction. According to the data, the majority of respondents are not satisfied with most of the items tested in the constructs of opportunities and rewards, specifically the salary, bonuses, benefits, and promotion opportunities provided by the firms. In addition, the majority of respondents expressed their dissatisfaction with the opportunities provided by their firms to participate in making work-related decisions and suggestions. The findings of this study imply the need of quantity surveying firms in Malaysia to formulate certain strategies to enhance job satisfaction of their staff which is having a positive impacts towards the fiirms’ staff stability.

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