—In this study, the researchers analyzed the
elements (dimensions) of religious calling as a contributing
factor to turnover intention and proposed religiosity to be
added as a factor for the theory of employee satisfaction. The
study was conducted among employees working at
Hypermarkets in the Klang Valley, Selangor, Malaysia.
Participants consisted of 125 employees currently working at
Hypermarkets (Carefour, Tesco, and Giant) in the Klang Valley,
Malaysia. The respondents were conveniently selected and the
data were gathered through the distribution of questionnaires.
The study found that there was no significant relationship
between religious calling and turnover intention. However,
Policies and Procedures in organizations did contribute to
employee satisfaction that can influence turnover intention.
Employees were more satisfied with organizations that had
clear policies and procedures on religiosity, provide space for
prayer or meditation, allow employees to take time off for
prayers, respect the employees’ freedom to display religious
decorations in the workplace and dress according to their
religious beliefs. As a conclusion, the researchers also found
that the religious calling, even if it was not a predictor of
turnover intention, was nevertheless noteworthy.
—Religiosity calling, turnover intentions,
The authors are with the Faculty of Business Management, University
Teknologi MARA, 42300 Puncak Alam, Selangor, Malaysia (email:
Cite: Narehan Hassan, Azlyantiny Mohammad, Feridah Mohd, Abdul Aziz Rozilah, and Sharrifah Ali, " Religiosity Perceptions and Employee Turnover Intention
in Malaysia," International Journal of Social Science and Humanity vol. 5, no. 1, pp. 120-125, 2015.