Exploring How Work-Life Balance and Meaningful Work Predict Employee Retention
Keywords:
Employee retention, meaningful work, work-life balance, organizational commitmentAbstract
This study aimed to investigate the predictive roles of work-life balance and meaningful work in explaining employee retention among Malaysian employees. The research utilized a correlational descriptive design to examine the relationships between the variables. A total of 415 full-time employees from various organizations across Malaysia participated in the study. The sample size was determined based on the Morgan and Krejcie sample size table and selected through simple random sampling. Standardized tools were employed to assess employee retention, work-life balance, and meaningful work. Data were analyzed using SPSS version 27, applying descriptive statistics, Pearson correlation coefficients to examine bivariate relationships, and multiple linear regression analysis to determine the predictive value of the independent variables. Descriptive statistics showed favorable perceptions across all three variables, with mean scores of 4.02 (employee retention), 3.88 (work-life balance), and 4.15 (meaningful work). Pearson correlation results indicated significant positive relationships between employee retention and both work-life balance (r = .52, p < .01) and meaningful work (r = .61, p < .01). The multiple regression model was significant, F(2, 412) = 163.82, p < .001, accounting for 44% of the variance in employee retention (R² = .44). Both predictors were significant, with meaningful work (β = .46, p < .001) emerging as a stronger predictor than work-life balance (β = .31, p < .001). The findings underscore the critical role of both meaningful work and work-life balance in fostering employee retention, with meaningful work demonstrating greater predictive strength. Organizations aiming to reduce turnover should prioritize creating purpose-driven work environments alongside supportive work-life practices.
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