FACTORS INFLUENCINGEMPLOYEE TURNOVERINTENTIONIN PRIVATE HIGHER EDUCATION INSTITUTIONS IN MALAYSIA

Employees' intention to leave a job voluntarily can lead to significant risk and costs for any organisation. Staff turnover can affect the performance and sustainability of organisations. Therefore, it is essential for organisations to reduce risk and cost be by retaining employees, especially the talented employees. This explanatory study investigated the impact of working environment, occupational stress, career growth, and labour turnover intention. In this quantitative study, information was gathered from 195 respondents. The target population was bank employees inKlang Valley, Malaysia.The questionnaire was administered using the convenience sampling technique. The findings revealed that both career advancement and job strain had a statistically significant direct influence on turnover intention. However, working environment and compensation did not significantly affect turnover intention based on regression analysis. This indicated that it is essential for human resource managers and organisation leaders to focus on career growth and employee wellbeing to reduce their turnover.