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indicate their level of agreements using seven point
Likert scale. Cronbach's alpha for this construct
was 0.806.
Respondents were also asked to specify their
demographic profile variables. They needed to state
their gender, age, marital status, level of education,
work position, working hour per week, working
duration in the industry, and working duration in
the restaurant.
Analyses of the data were done according to the
objectives of this research. Firstly, to determine the
relationship between POS and intention to leave,
Pearson's correlation test was done. Next, t-test
was done to see whether there were differences in
managerial and non-managerial employees' inten-
tion of leaving. On top of those analyses, descrip-
tive test was also done to get the descriptive results
of the demographic variables.
(54.4%) during the collection of the data. Non-
managerial staff outnumbered the managerial staff
with 75.9 percent and 23.4 percent respectively. In
average, the staff worked for 54.3 hours a week,
had 17.4 months of experience in the restaurant
they were currently employed, and 35.3 months
working experience in the restaurant industry.
4.2
Correlations between variables
Table 1 below showed the means, standard devia-
tions, and correlations between POS and inten-
tion to leave. The result showed that there was
significant relationship between the two variables
with moderate strength (r
.01). It
indicated that individual with higher POS would
have lower intention of leaving the restaurant
they currently employed. This finding is in line
with previous studies between POS and intention
to leave where it was found that the two variables
showed significant negative relationship (Allen, et
al., 2003; Blomme, et al., 2010; Cho, et al., 2009;
Jawahar & Hemmasi, 2006; Kahumuza & Schlech-
ter, 2008). Therefore, hypothesis 1 is supported.
When employees perceived that the organizational
they worked for support their values as well as
the well-beings and would reward the efforts they
put into their works, it became easier for them to
work alongside the company to reach the latter's
goals. With the appreciation showed towards their
efforts, the employees would have lesser tendency
to leave their jobs and find alternatives.
=
−
.464, p
=
4
RESULTS AND DISCUSSION
4.1
Descriptive results
In the descriptive results, it was found that the
majority of the respondents were male employees
which made up of 62.5 percent of the total respond-
ents, leaving only 37.5 percent of female respond-
ents. The average age of working employees were
24.1 years old. Most of the respondents were single
(81.3%), while the highest group of staff was sec-
ondary school students or SPM leavers where they
made up more than half of the total respondents
4.3
T-test results
An independent sample t-test was conducted to
compare the intention of leaving between manage-
rial and non-managerial staff in order to achieve
the second objective. In the test, it was found that
there was a significant difference in the intention
among managerial staff (M
Table 1. Means, standard deviations, and correlations
of variables
(N
=
717)
.
Intention
to leave
Mean
SD
POS
=
3.89, SD
=
1.35)
Intention
to leave
4.12
1.44
Pearson Cor-
relation
Sig. (2-tailed)
1
and non-managerial staff (M
=
4.21, SD
=
1.46),
t(710)
.012 as shown in Table 2 below.
The results suggest that the employees work posi-
tions in the restaurant affects their tendency of hav-
ing leaving intention. Specifically, the result of this
study showed that non-managerial staff has higher
intention to leave compared to the managerial
=
−
2.52, p
=
POS
4.70
0.94
Pearson Cor-
relation
Sig. (2-tailed)
1
−.464**
.000
** Correlation is significant at the .01 level (2-tailed).
Table 2.
Means, standard deviations, and independent samples test of variables.
Managerial
Non-managerial
Levene's Test
t-test
Intention to leave
Mean
SD
Mean
SD
F
Sig
t
df
Sig (2-tailed)
3.888
1.348
4.206
1.462
1.219
.270
710
.012*
−
2.516
* Correlation is significant at the .05 level (2-tailed).
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