Perceived Organizational Support and Talent Retention of Women Engineers in the Malaysian Oil and Gas Sector: A Conceptual Framework

R. Salleh, K. Ali, Vivek Kumar, Siti Suraya Abd Razak, Muhammad Latif Khan
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Abstract

The influx of women into the workforce has been one of the dominant global social trends for the past fifty years (1970 onwards). Women contribute to half of the total population of Malaysia and play a pertinent role in the nation’s socio-economic development. The Malaysian oil and gas sector employs a significant number of academically qualified, talented, and capable women engineers to fill critical positions for organizational success and sustainability. However, gender-related and management studies have found that organizational support and talent retention of women at the workplace have posed challenges, including the oil and gas sector. This research aims to develop a preliminary conceptual framework to examine the perceived organizational support that contributes to the talent retention of women engineers in the Malaysian oil and gas sector. Two underpinning theories have been applied, i.e, the Perceived Organizational Support Theory (POST) and the Social Exchange Theory (SET). Internal perceived organizational support variables that influence employee retention and their challenges have been reviewed and examined through secondary data, online resources, and government documents. Social support, career growth, rewards, workload, and work flexibility may affect talent retention. Five hypotheses to investigate the factors leading to the retention of talented women engineers in organizations have been developed and discussed in this article. This study may bring positive impacts on talent retention and contribute to the limited gender studies in the engineering discipline within an Eastern setting in the oil and gas sector.
马来西亚石油和天然气行业女性工程师的组织支持和人才保留:一个概念框架
在过去五十年(1970年以后)中,妇女涌入劳动力市场一直是全球社会的主要趋势之一。妇女占马来西亚总人口的一半,在国家的社会经济发展中发挥着重要作用。马来西亚石油和天然气行业雇佣了大量学术合格、有才华、有能力的女工程师来填补组织成功和可持续发展的关键职位。然而,与性别有关的研究和管理研究发现,女性在工作场所的组织支持和人才保留带来了挑战,包括石油和天然气行业。这项研究旨在建立一个初步的概念框架,以考察有助于马来西亚石油和天然气行业女性工程师留住人才的组织支持。两个基础理论已经被应用,即感知组织支持理论(POST)和社会交换理论(SET)。通过二级数据、在线资源和政府文件,对影响员工留任及其挑战的内部感知组织支持变量进行了审查和检查。社会支持、职业发展、奖励、工作量和工作灵活性可能会影响人才的保留。本文提出并讨论了五个假设,以调查导致组织中留住有才华的女工程师的因素。这项研究可能会对人才保留产生积极影响,并有助于在东部石油和天然气行业的工程学科中进行有限的性别研究。
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