Job dissatisfaction among employees in Malaysia hasshown an alarming issue that has causes high turnover (Chin, 2018). Among the Asian countries, Malaysia has been rankedone of the highest country in voluntary turnover in Asia and the statisticshows that Malaysia voluntary rate was at 17.4% in 2011, which is highercompared to China (15.9%), Singapore (16.0%), South Korea (11.
0%) and Japan(6.9%) (E. Li, 2012). The statistic also shows that out of all theindustry in the world, Hospitality industry rank the highest in total turnoverat 27.6% follows by healthcare (27.5%), banking and finance (17.4%) and others(Table 1) (Bares, 2015).According to Malaysian Employers Federation (MEF), asurvey has been done and one of the highest annual average turnover rate in thenon-manufacturing sector in 2011 was hotel and restaurant sector which is 32.
4%(Wong, 2012). Even worse, in 2014, Malaysia hospitality employeeturnover has been rose for the fourth consecutive year which has reached 66.3%,an increase of 9.7 percentage points from 2010 which is 56.6% (“Hospitality employee turnoverrose in 2014 | National Restaurant Association,” 2015).
Various studies have shown that correlation betweenjob satisfaction and job turnover. Rasmi et al. (2013) in their study concluded that the intention to staywithin the hospitality organization is closely related with job satisfactionfactor such as good working conditions, job-related training and salaries willsignificantly decrease the employee turnover.
Jules (2017) also concluded thatjob satisfaction is a major reason employee stays in an organization andavoiding job hopping that leads to high turnover. Among the highest jobsatisfaction aspects rates as very important and very satisfied by employeesare compensation, or salary/wages, career development, or promotion, andjob-specific training (Lee et al., 2016).Hence, with this issue, it is important to determinethe factor affecting job satisfaction in hospitality industry. in Langkawi, Kedah Darul Aman, Malaysia.