An Investigation of the Key Factors Affecting Female Employee Retention in Malaysia's Logistics Industry

Abstract

This study provides valuable insights into the factors influencing female employee retention in Malaysia's logistics and transportation industry. It emphasises key areas such as work-life balance (WLB), work environment (WE), rewards and compensation (RAC), and the significance of role models and mentoring. Employing a quantitative approach with 455 participants, the findings indicate that WLB and RAC positively affect female employee retention (FER), with a more pronounced impact attributed to RAC. Notably, the study found that these factors' combined effects were insignificant, suggesting that retention strategies should address them individually for optimal effectiveness. Additionally, the research underscores the importance of a positive work environment, which significantly influences FER. However, the interaction between WE and RAC did not enhance retention further. Role models and mentoring roles were identified as independent support factors, highlighting their importance in fostering a supportive workplace culture rather than merely moderating the relationships among WLB, WE, RAC, and FER. The study also notes the representation of Indians in managerial positions, which is linked to factors such as higher education, longer tenure, and effective mentorship. While acknowledging some limitations, including its regional focus and potential response bias, the research sets the stage for future exploration using a broader range of methodologies. Overall, this study highlights the necessity for targeted initiatives to promote diversity, equality, and inclusion in a predominantly male-dominated field, encouraging organisations to create supportive environments that enhance the retention of female employees.