The purpose of this study was to evaluate the factors on employee turnover intention
at SingTel, Melaka. Job satisfaction can be influenced by a person's ability to
complete the required tasks, the level of communication in an organization, and the
way the management treats employees. Measuring human resource practice can be
challenging, as the definition of satisfaction can be different for different people. This
dissertation evaluated factors on employee intention with job satisfaction. The
research design was a cross-sectional study, where a survey was conducted at
Singapore Telecommunication (SingTel) Melaka Branch. Hence, this study is an
institutional case study. The statements in the questionnaire measured four
independent variables, which are Performance Appraisal, Training and Development,
Compensation and Benefits, and Career Development. The population sample size
was 140 (n=140), with a 100% response rate. The data collected were analyzed using
the software, Statistical Package for the Social Sciences (SPSS) version 22. The
questionnaire was distributed through the social media platform, WhatsApp, as well as
through personal delivery. Therefore, based on the correlation analysis, there is a
significant relationship between Employee Turnover Intention with Performance
Appraisal, Training and Development, Compensation and Benefits, and Career
Development. The implications of the study would enable SingTel managers to
improve job satisfaction through aligned human resource practices.
Keywords: human resource development, employee turnover, job satisfaction,
organizational management
