Retaining Talents among Manufacturing Engineers: Job Embeddedness, Intellectual Capital, and Self-Efficacy

A disconnection between highly skilled workforces and the talent market has become a critical issue for manufacturing firms. Engineers play a pivotal role in driving innovation and maintaining competitiveness in global markets, directly influencing retention strategies. This study aims to examine the impact of job embeddedness (JE) and intellectual capital (IC) on talent retention among engineers in manufacturing firms. Additionally, it investigates the moderating effect of self-efficacy on the relationship between JE and IC. High levels of JE are hypothesized to enhance employee engagement in work activities and foster innovative thinking. Meanwhile, the presence of strong IC supports stable work behaviors and facilitates the transfer of intangible human assets such as skills and knowledge within organizations. Drawing upon social cognitive theory, job embeddedness theory, and human capital theory, this study develops a theoretical framework to explain the influence of JE, IC, and self-efficacy on engineers’ turnover intentions. The framework and associated propositions aim to clarify the relationships between these variables. The findings emphasize the need for more in-depth research into the antecedents of turnover intentions, particularly to align the supply and demand of Malaysian engineers in the manufacturing sector now and in the future.