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In the fast paced global economy where trades are being conducted everywhere and at any time, the focus of organizations has shifted from the traditional view of producing what they think are needed by the market to a new paradigm whereby they are now to produce products or services that the markets desire literally. One requirement of surviving in such challenging business environment is to be able to retain performing employees whereby employee loyalty has been a thing of the past. This study will look into three critical factors that are often associated with unwelcome behaviors in the organizations such as low motivation, low organizational commitment, less satisfaction which in turn will lead to lower productivity, creativity and innovations and may result in employees quitting. The main objectives of this particular study are to explore the degree of intention to quit, examine relationships between job demands; job control; social support with turnover intention; also to examine the ability of the demand control variables (Karasek, 1979) in explaining turnover intention among IT executives. The sector which is being investigated is the small and medium companies which operate in the IT related businesses particularly Small and Medium companies in Malaysia. Results showed that only job demand and job control have significant associations with turnover intention and subsequently the demand control model is unable to explain the variances in turnover intention.  DOI: 10.5901/mjss.2016.v7n2p217

Intention to Quit and the Demand Control Model: A Case of Malaysian Multimedia Super Corridor Status Companies