This study addresses the critical issue of employee turnover intention within Malaysia’s manufacturing sector, focusing on the semiconductor industry, a pivotal component of the inclusive economy growth. The research aims to unveil the determinants of employee turnover intentions through a comprehensive analysis encompassing compensation, career development, work-life balance, and leadership style. Utilizing Herzberg’s Two-Factor Theory as a theoretical framework, the study hypothesizes that motivators (e.g., career development, recognition) and hygiene factors (e.g., compensation, working conditions) significantly influence employees’ intentions to leave. The quantitative research methodology employs a descriptive correlation design to investigate the relationships between the specified variables and turnover intention. Data was collected from executives and managers in northern Malaysia’s semiconductor industry, revealing that compensation, rewards, and work-life balance are significant predictors of turnover intention. At the same time, career development and transformational leadership style show no substantial impact. The findings suggest that manufacturing firms must reevaluate their compensation strategies, foster a conducive work-life balance, and consider a diverse workforce’s evolving needs and expectations to mitigate turnover rates. This study contributes to academic discourse by filling gaps in current literature and offers practical implications for industry stakeholders aiming to enhance employee retention and organizational competitiveness.

Purpose: This research aims to explore the phenomenon of job-hopping in the engineering sector in Penang, Malaysia, focusing on how factors like positive work culture, compensation and benefits, and job satisfaction influence an engineer’s propensity to frequently change jobs. Design/methodology/approach: The study adopted a cross-sectional survey design, targeting 200 engineers in Penang. It was grounded in Herzberg’s Motivation-Hygiene Theory. Data collection was conducted using online questionnaires, which were adaptations of instruments used in previous research. Statistical analysis, including Pearson correlation and multiple linear regression, was performed using SPSS software. Findings: The Pearson correlation analysis revealed significant negative relationships between positive work culture, compensation and benefits, job satisfaction, and the tendency to job-hop. However, in the regression analysis, only job satisfaction emerged as a significant predictor of job-hopping behavior. This finding suggests that while factors like work culture and compensation/benefits contribute to the overall work environment, they do not primarily drive job mobility among engineers in this region. The study indicates that job satisfaction plays a more crucial role in influencing engineers’ decisions to change jobs frequently. Conclusion: The study enriches the field of organizational psychology by applying Herzberg’s theory to understand job-hopping behavior in the engineering sector. For organizations in Penang, the findings highlight the importance of enhancing job satisfaction as a strategy for reducing job-hopping and retaining talent. This insight is valuable for both academic research and practical application in the industry, emphasizing the critical role of job satisfaction in curbing job-hopping tendencies within the engineering field.

As International Atomic Energy Agency has stated in its Handbook on Nuclear Law, “Even in situations for which the highest standard of safety has been achieved, the occurrence of nuclear accidents cannot be completely excluded.” Therefore, the international legal framework for nuclear damage compensation liability has been evolving since the establishment of Nuclear Energy Agency of Organization for Economic Co-operation and Development (OECD NEA) and International Atomic Energy Agency (IAEA). Over the years, various international treaties have been enacted to address the compensation of nuclear damage and to establish liability regimes for nuclear incidents. To date, these treaties have established a series of legal principles of nuclear damage liability, such as the sole liability principle, the strict liability principle, the financial guarantee principle etc., which have been developing since establishment. This paper offers an overview of the historical development of the principles of these international treaties for nuclear damage liability and thus draws upon both primary and secondary sources, including treaties, official documents, academic literature, and reports by international organizations. Including the legislation study methodology, comparative methodology is also adopted in this paper to analyze the changes and trend of these principles. The paper reveals that the Paris Convention, which was established in 1960, was the first attempt to establish a comprehensive legal regime for nuclear damage liability. Most of the principles of this Convention have been inherited by subsequent international treaties and domestic legislations. With the awareness of protecting public’s rights having been significantly strengthened, the range of compensation has been broader, the matters of immunity from liability for operators of nuclear power plants have been reduced, the limitation of the compensation amount has been higher etc. In conclusion, the international legal regime for nuclear damage liability has been showing a shift from protecting the development of the nuclear industry to a joint protection of both public health and rights and the nuclear industry, which should be paid attention to and deeply learnt by domestic legislators of all states for the establishment and perfection of their domestic legislation in this field.