2026-05-07T15:46:50Z https://meral.edu.mm/oai

oai:meral.edu.mm:recid/00012150 2025-11-24T07:25:01Z 1607960099348 1607960099348:1608035585040

FACTORS INFLUENCING ON JOB SATISFACTION AND EMPLOYEE RETENTION IN DIR-ACE TECHNOLOGY LTD., YANGON Nay Chyi Phoo Wai he purpose of this study is to examine the factors influencing job satisfaction and employee retention among operational employees at DIR-ACE Technology Ltd.(DAT). The results of this study are expected to assist DAT’s HR professionals and organizational leaders in refining retention strategies, fostering a more engaged workforce, and maintaining a competitive edge in Myanmar’s rapidly evolving IT industry. Primary data are collected through structured questionnaires administered to a sample of 150 operational employees at DIR-ACE Technology Ltd., selected using the simple random sampling method. The questionnaire is designed with a 7-point Likert scale to assess various motivational and hygiene factors based on Herzberg’s Two-Factor Theory. Descriptive statistics, reliability analysis, Pearson correlation, and regression analyses are conducted using SPSS to explore the relationships among employee motivation, job satisfaction, and retention. The results show that both hygiene and motivation factors significantly influence job satisfaction at DIR-ACE Technology Ltd., with motivation factors having a stronger impact than hygiene factors. Among hygiene factors, job security, supervisor support, and coworker relations significantly contribute to job satisfaction, while working conditions show weak significance, and compensation and company policies have no significant effects. In contrast, among motivation factors, achievement, work itself, and responsibility positively influence job satisfaction, whereas personal growth is weakly significant, and recognition has no significant effect. When both factor types are combined, motivation factors emerge as the stronger predictor of job satisfaction. Finally, job satisfaction has a strong and significant positive effect on employee retention. To improve employee retention,DAT’s HR department should focus on enhancing intrinsic motivators like achievement, responsibility, and meaningful work, while also strengthening hygiene factors such as job security, supervisor support, and team collaboration. While compensation and company policies did not show significant influence, maintaining transparent, fair, and consistent policies will help uphold employee trust. Implementing career development plans, leadership training, and maintaining fair policies will help to sustain employee satisfaction and reduce turnover. 2025-06-02 https://meral.edu.mm/records/12150