Page 105 - IJPS-11-1

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

motivation and extrinsic motivation toward the intention purposive sampling technique, representativeness and
to stay in the logistics industry, it indicates that women generalizability are generally not achieved. Hence, it is
have a good level of intrinsic motivation and extrinsic strongly suggested that this study be replicated to provide
motivation and that work-life balance does not have any better generalizability (Sarstedt et al., 2018). Furthermore,
moderating effect on the intention to stay in this industry. the same model should be tested in different contexts,
This scenario can be explained by the fact that women are either in Malaysia or outside Malaysia, to ensure the model
already aware of the situation in the logistics industry when is further validated and the findings can be generalized
joining. Due to good understanding, preparation, and in other settings. Second, the study was limited to the
pertinent knowledge gained from lectures and industrial variables from the SDT theory, and an extension of job
experiences, women’s commitment to this industry can satisfaction, family-supportive supervisor behavior,
prevail. This can explain why the number of women in this and the moderating effect of work-life balance. Other
industry is continuously on the rise. potential pertinent variables were excluded in the study,
and thus future studies could extend their model with
4.1. Strengths compensation and personnel job-fit factors since these
The present study is a pioneering effort to explore the variables also have a significant impact on women staying
influence of the SDT theory with the extension of job in the logistics industry. Last, the sample comprises nearly
satisfaction and family-supportive supervisor behaviors 40% of respondents under the age of 25. This is a group
on women’s intention to stay in the logistics industry. On which might face fewer work-life balance issues. This can
a theoretical level, examining the factors influencing the be explained by how the data were collected with a survey
intention of women to stay in the logistics industry will method, and how responding to the questionnaire was
benefit academics and logistics organizations to better voluntary in nature. Control over this aspect of the study
understand the factors influencing the intention to stay was limited. Hence, future studies should be designed to
among women in the logistics industry. The present focus further on older women working in this industry
publication contributes to the body of knowledge on the who have different responsibilities in their families. This
factors influencing women to stay in the logistics industry. would provide insightful information on how work-family
The results also confirm the capability of the SDT theory conflicts play a role in the intention to stay in logistics
to explain future commitment of women in this industry, industry, and how work-life balance is more crucial for
which could also be applicable to other industries. more mature women.
Moreover, the results also confirm the role of job
satisfaction and family-supportive supervisor behaviors 5. Conclusions
to enhance women’s commitment to the logistics industry. To ensure that the onus on women staying in this industry
Furthermore, the present article enriches the literature is not solely placed on them, all parties, such as families,
in this field of study by introducing the role of work-life managers, and regulations, should follow the same
balance as a moderator in SDT and for job satisfaction and direction to protect women’s rights and support their
family-supportive supervisor behaviors. career and capability to strengthen the logistics industry.
If all parties play their role professionally, there is no
4.2. Managerial implications
reason why women should leave the logistics industry.
The findings of the study provide meaningful information Although the study sheds light on this issue, limitations
for organizations. It is the duty of human resource remain. The study is limited to the SDT theory which is
departments to tackle this issue to ensure that women extended with job satisfaction and family-supportive
play a role in the logistics industry. The literature shows supervisor behaviors. Other crucial variables such as
the value of women, their capabilities, and their role in industry commitment, personnel job-fit, and justice
supporting the development of the logistics industry. Thus, should be explored to provide better explanatory power
human resource managers should craft better policies to to the model and to better understand women’s behavior
ensure that women who have been trained in this field will in the logistics industry. Besides work-life balance as a
not shift to another industry due to the limitations of the moderator, work-life conflicts or work-family conflicts,
logistics industry. which are commonly used as predictors, are also potential
moderators. This should be investigated in future studies
4.3. Limitations on this issue. Having a different setting such as in Western
Although this study was carefully designed, several or in developed countries could also be important and
limitations remain. First, since the researchers provide different perspectives. Hence, it is the role of
employed a non-probability sampling method with a academics in other countries and regions to explore this

Volume 11 Issue 1 (2025) 99 https://doi.org/10.36922/ijps.1700