Page 104 - IJPS-11-1

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

The analysis also reveals that extrinsic motivation has
a positive effect on the intention to stay in the logistics
industry for women in Malaysia. The findings support a
previous study by Maryam et al. (2021), thus suggesting
the prominent role of extrinsic motivation towards the
intention to stay in the logistics industry. Despite tough
challenges faced by women in the logistics industry, either
in their daily routine tasks or in their career growth,
extrinsic motivation factors, including good salaries and
appropriate recognition, contribute to women having a
higher intention to stay in this industry.
Figure 2. Moderating effect of work-life balance (WLB) for the relationship
between job satisfaction (JS) and intention to stay (Intention). The analysis also reveals that job satisfaction has a
positive effect on women’s intention to stay in the logistics
industry. The results are similar to a past study conducted
by Xie et al. (2022) who found that construction workers
are also willing to stay if they are satisfied with their jobs.
It also indicates that despite the perceived difficulties
inherent to an industry, job satisfaction is an important
factor promoting employee retention. Thus, it is the role
of all stakeholders to ensure that not only women, but all
employees remain satisfied with their jobs. It should be
noted that salary is not the only enhancing factor. A good
work environment and compatible colleagues are also
essential to enhance job satisfaction.
Figure 3. Moderating effect of work-life balance (WLB) for the Family-supportive supervisor behaviors are found to
relationship between family supportive supervisory behavior (FSSB) and have a positive effect on the intention to stay in the logistics
intention to stay (Intention).
industry for women in this field. Positive family-supportive
supervisor behaviors negatively affect the intention to
Table 3. PLS prediction quit (Liu et al., 2020), thus suggesting that it positively
Item Q²predict PLS‑SEM_ LM_RMSE PLS‑LM Decision influences the intention to stay. Besides their positions in
RMSE their office, having a good management that is concerned
CI1 0.35 0.923 0.983 −0.06 Strong with women’s roles in their families creates a positive
CI2 0.248 0.987 1.081 −0.094 incentive to stay with the same management, organization,
CI3 0.264 0.985 1.055 −0.07 or industry. Women who feel that they are looked after by
Abbreviation: RMSE: Root mean square error. their supervisors do not hesitate to contribute further to
ensure their organizations’ success.
predictive power, the authors introduced the moderation Besides the direct effect, the authors also looked at
effect of work-life balance as a moderator for intrinsic the effect of work-life balance as a moderator within the
motivation, extrinsic motivation, job satisfaction, and model. There are mixed findings on this issue since work-
family support supervisory behavior on the intention to life balance only moderates the relationship between job
stay. The findings indicate that intrinsic motivation has a satisfaction and family-supportive supervisor behaviors
positive relationship with intention, which is consistent and fails to moderate for intrinsic motivation and extrinsic
with Maryam et al.’s (2021) conclusions. The findings motivation toward women’s intention to stay in the logistics
confirm the importance of intrinsic motivation to enhance industry. Work-life balance strengthens the relationship
the intention to stay in the logistics industry for women between job satisfaction and intention and between family-
in Malaysia. Consequently, three basic psychological supportive supervisor behaviors and the intention to stay in
needs that promote intrinsic motivation (relatedness, the logistics industry. This suggests the level of prominence
competency, and autonomy) (Deci et al., 2017) should not of work-life balance in strengthening the relationship
be neglected by logistics companies that truly value the between these factors. However, even though work-life
role of women staff in their organization. balance fails to moderate the relationship between intrinsic

Volume 11 Issue 1 (2025) 98 https://doi.org/10.36922/ijps.1700