Ahmad Syaifulizan Zulkeefly2024-10-082024-10-082023https://studentrepo.iium.edu.my/handle/123456789/8000Women’s employment has been a concern since before and even more so after the current outbreak of COVID-19. Furthermore, this situation persists despite the high literacy rates of women as perceived in Malaysia. On top of this, marital status and education level are often cited as significant factors affecting their labour participation, as women have crucial roles in supporting their families. As each organisation culminates its culture, it may pose favourable or non-favourable factors for the employees according to their gender. Some may have consequences on the loyalty of female employees to their current organisations. Henceforth, this study investigates women’s employment retention from the perspectives of organisational culture, gender discrimination practices, the individual’s marital status and education level. The theories of organisational culture, relative deprivation and equity are applied to explain the phenomenon understudied. 515 samples were obtained through the simple random sampling method, comprising women working in STEM-associated private services and manufacturing industries in W. P. Kuala Lumpur and Selangor. Then, survey questionnaires were disseminated to collect data. The data was run through descriptive analysis, exploratory factor analysis and structural equation modelling (SEM) analysis. The results corroborate most of the predicted relationships, except for the moderating role of marital status in the relationship between gender discrimination and women’s employment retention. Organisational culture is positively linked with women's employment retention and negatively linked to gender discrimination practices. Gender discrimination practices increase women's employment retention and mediate the relationship between organisational culture and women's employment retention. Education level has a moderating role in the relationship between gender discrimination practices and women's employment retention. Based on Denison's model of organisational culture, Malaysian private services and manufacturing firms are very stable, focused on their mission and know how to achieve it. Private firms initiate strategic planning processes which foster a participative environment where female employees can contribute. Furthermore, many Malaysian women do not consider female gender roles as a factor contributing to or associated with gender discrimination. Higher education levels are encouraged as they weaken the influences of gender discrimination and open the door to many employment opportunities. Furthermore, identifying with organisational values and goals encourages organisational loyalty and women's employment retention. However, as the study is contextual, descriptive, and quantitative, the results are limited in generalisability and details. Future studies may replicate the study in different contexts, adopt exploratory qualitative research, and consider different perspectives when exploring the link between marital status, gender discrimination and women’s employment retention. Based on the study results, relevant authorities should weigh conventional female gender roles and responsibilities heavily in enacting reasonable employment policies.enDoctoral Theses