Factors Influencing Employee Retention among Oil and Gas Sector Employees based in Kuala Lumpur
Abstract
Oil and gas companies are renowned for their generous compensation packages in terms of recruiting and maintaining high-quality employees. However, despite such financial incentives, employee turnover remains an intractable issue, which implies that compensation alone may not suffice. The present study explores the most important factors in maintaining employee retention among oil and gas professionals who work in Kuala Lumpur. Specifically, it examines the inter-relationships between work-life balance, work environment, and compensation and their impact on staff retention. Largely rooted in Herzberg's Two-Factor Theory, the research employs a quantitative, exploratory approach and structured questionnaire completed using Google Forms. 381 participant data will be collected and examined using SPSS Version 26 to perform correlation and regression tests. The findings aim to present pragmatic suggestions to organizations seeking to enhance employee retention strategies beyond monetary compensation, emphasizing the role of intrinsic motivators and organizational culture.
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