這項研究探討了促使員工留下來的因素以及他們在整個任期內的後續參與程度。 採用質性方法，透過 WhatsApp 和雪球抽樣在馬來西亞巴生谷進行訪談。結合使用結構化和半結構化問題來收集對研究的見解。對巴生谷馬來高管回應的分析揭示了與員工留下意願相關的三個更廣泛類別的五個關鍵主題。這些主題包括個人層面的職業發展；工作層面的工作性質；環境層面的獎勵管理、團隊動力與組織環境。研究也發現，參與者經歷了不同程度的參與，從參與到脫離、樂觀和參與傾向。將參與者的答案與文獻綜述結合產生了五個額外的主題。接下來，參與者表示，應對和工作適應性對於他們留在組織同時保持敬業度的能力發揮著重要作用。因此，正如文獻和分析所反映的那樣，該研究強調了工作需求資源和員工永續性的重要性。它可以逐漸作為提高員工保留率和敬業度的指南或提供實用建議。

This study explored the factors that drive employees to remain and their subsequent levels of engagement throughout their tenure. Using a qualitative approach, interviews were conducted via WhatsApp and snowball sampling in the Klang Valley, Malaysia. A combination of structured and semi-structured questions was used to gather insights into the research. The analysis of Malay executives’ responses in Klang Valley revealed five key themes across three broader categories related to employee intention to stay. These themes included Career Advancement at the individual level; Nature of Work at the work level; and Rewards Management, Team Dynamics, and Organizational Environment at the environmental level. The study also found that participants experienced varying levels of engagement, ranging from engagement to disengagement, optimism, and a tendency towards engagement. Integrating participant answer with literature review yielded five additional themes. Next, participants indicated that coping and job adaptability played a significant role in their ability to remain with the organization while maintaining their level of engagement. Consequently, the study highlighted the importance of job demands-resources and employee sustainability, as reflected in the literature and analysis. It can gradually serve as a guideline or offer practical recommendations to improve employee retention and engagement.

TABLE OF CONTENTS
Thesis Validation Letter ............................................................. i
Acknowledgement .................................................................... ii
Abstract (Chinese) .................................................................... iii
Abstract (English) ..................................................................... iv
Table of Figures ....................................................................... vii
Table of Table ......................................................................... viii
Chapter 1: Introduction ............................................................ 1
Chapter 2: Literature Review..................................................... 3
2.1 Job Tenure........................................................................... 3
2.2 Employee Intention to Stay ................................................. 5
2.3 Employee Engagement and Disengagement...................... 8
2.4 Complementary Studies ................................................... 12
2.4.1 The Job Demands-Resources Model ............................ 12
2.4.2 Employee Sustainability................................................. 14
2.5 Workforce Environment in Malaysia ................................ 17
Chapter 3: Methodology ......................................................... 20
3.1 Sampling Approach .......................................................... 20
3.2 Question Design ................................................................ 22
3.3 Analysis Approach ............................................................. 23
Chapter 4: Analysis .................................................................. 25
4.1 Why Employee Remain ...................................................... 25
4.1.1 Individual Factor ............................................................. 26
4.1.2 Job Domain Motivation ................................................. 28
4.1.3 Environmental Influence Loyalty ................................... 29
4.2 Subsequent Level of Employee Engagement................... 32
4.2.1 Level of Engagement ...................................................... 33
4.2.2 Participant Analysis Integrated with Literature ............ 34
4.3 Staying Presentable in The Organization......................... 38
Chapter 5: Conclusion ............................................................ 41
5.1 Implications ....................................................................... 41
5.2 Future Research ................................................................ 42
References ............................................................................... 43
Appendix ................................................................................. 47

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