Page 100 - IJPS-11-1

International Journal of
Population Studies Malaysian women in logistics: Stay or switch?

in their current jobs or remaining with their current continuance of commitment. Based on this postulation,
organizations (Pressley & Garside, 2023). Based on the the authors propose that:
context of the current study, continuance of commitment H2: Extrinsic motivation of women in logistics has a
refers to the willingness of women to remain employed in positive relationship toward the intention to stay in
the logistics industry. Besides the importance of revealing the logistics industry.
employee future commitment, most studies are concerned
with the intention to quit, and few studies address the 1.1.5. Job satisfaction
issue of continuance of commitment or the intention Job satisfaction (JS) refers to affective responses on
to stay (Bolt et al., 2022). This is especially true for the multiple aspects of a job (Ladelsky & Lee, 2022). Several
logistics industry where employees should overcome a authors claim that JS plays a major role in employees’
variety of industry-specific difficulties. Moreover, since the future behavior. Furthermore, JS is also considered a
introduction of new technologies should raise the ability powerful predictor of the intention to stay. According to
for women to work in this men-oriented field, the low Buitendach & Rathmann (2009), satisfied employees are
numbers of women employed, and their retention should motivated to perform better in their jobs and stay longer
not be taken lightly by the industry and academics. with their organizations. Studies in fields sharing traits with
the logistics industry, such as long or unspecified working
1.1.3. Intrinsic motivation hours, as in the medical field (Chen & Zhou, 2016) and in
Intrinsic motivation is a form of autonomous the construction industry (Xie et al., 2022), confirm that
motivation which refers to an individual’s intention to job satisfaction positively relates to the intention to stay.
perform a task for its own sake, as opposed to completing Thus, the authors propose that:
it for any other external reason (Gagné & Deci, 2005). H3: Job satisfaction has a positive relationship toward
Intrinsic motivation includes fun, enjoyment, interest, women’s intention to stay in the logistics industry.
novelty, aesthetic value, and challenges and is opposed to
external pressures or monetary rewards. Employees whose 1.1.6. Family supportive supervisory behavior
autonomy and competency are supported are more likely Family-supportive supervisory behavior refers to
to develop intrinsic motivation. While women are greatly supervisors or managers empathizing with the requirements
intrinsically motivated to work in the logistics industry, to find balance between work and family responsibilities
they should have a higher willingness to stay in this field. (Thomas & Ganster, 1995). Despite the importance of
Maryam et al. (2021) highlight that intrinsic motivation family-supportive supervisory behavior, Schorsch et al.
has a positive effect on the continuance of commitment (2017) claim that the work culture of the supply chain
to stay in a specific industry. Based on that, the authors management (SCM) is not well understood due to limited
propose that: research exploring organizational support for employees
H1: Intrinsic motivation of women in logistics has a and their retention. The core value of family-supportive
positive relationship toward the intention to stay in supervisory behaviors is to serve family-friendly behavior
the logistics industry. for an employee to perform their family commitments.
For women, being cared for by their management, fulfills
1.1.4. Extrinsic motivation their psychological needs to cope with their role as family
In SDT, externally motivated people may become self- members (Rofcanin et al., 2018), especially in problematic
determined through the internalization and integration of families. Women with family-supportive supervisory
externally motivated tasks (Ryan & Deci, 2000). Extrinsic behavior deal better with family issues and thus can focus
motivation is a form of controlled motivation which refers to on their jobs’ responsibilities without diversions (Zhang
an individual’s intent to perform a task when triggered by an et al., 2020). Researchers highlight that family-supportive
external influence or outcome distinct from the task (Gagné supervisory behavior has a negative relation with turnover
& Deci, 2005). Since extrinsically motivated behavior is intention (Liu et al., 2020; Zhang et al., 2020).
externally prompted, the primary reason people are willing Based on this postulation, the authors propose that:
to perform in a particular way is to feel valued by important H4: Family-supportive supervisory behavior of women
people in their surroundings (Ryan & Deci, 2000). in logistics has a positive relationship toward the
According to Kuvaas et al. (2017), extrinsic motivation intention to stay in the logistics industry.
has varying employee outcomes based on the study
setting. Higher extrinsic motivation can produce positive 1.1.7. Moderating effect of work-life balance
outcomes. A past study (Maryam et al., 2021) revealed that Moderating effect has been used by several scholars in social
extrinsic motivation has a positive relationship with the science to justify their contribution to their studies (Hafaz

Volume 11 Issue 1 (2025) 94 https://doi.org/10.36922/ijps.1700