International Journal of Academic Research in Business and Social Sciences Vol. 7, Special Issue - 4th International Conference on Educational Research and Practice 2017 ISSN: 2222-6990 135 www.hrmars.com Predictors of Intention to Stay and Moderating Role of Gender among Executives in the Malaysian Manufacturing Organizations Yong See Chen, Roziah Mohd Rasdi, Maimunah Ismail and Azizan Asmuni Faculty of Educational Studies, Universiti Putra Malaysia, 43400 UPM Serdang, Selangor, Malaysia DOI: 10.6007/IJARBSS/v7-i14/3658 URL: http://dx.doi.org/10.6007/IJARBSS/v7-i14/3658 Abstract Purpose - The purpose of this paper is to test the influence of pay and compensation, career advancement, performance appraisal, and the moderating roles of gender on intention to stay among executive employees in Malaysian manufacturing organizations. Design/methodology/approach - Research data were collected from a sample of 456 executive employees in Malaysian manufacturing organizations. Structural equation modeling was used to test the influences of organizational-related factors and the moderating role of gender on intention to stay. Findings - The results show that pay and compensation and career advancement are viewed as potential predictors of intention to stay. Gender significantly moderates the relationships between pay and compensation, and intention to stay among executive employees. Originality/value - This paper offers another Asian perception into the predicting factors of intention to stay and its moderating role of gender. Keywords Pay and compensation, Career advancement, Intention to stay, Herzberg’s Two- Factor theory. Introduction Employees are an asset to organization. However, in today’s organizations, organizations are facing with employees turnover which incur certain cost to organizations (Taylor, 2002). Most organizations are aware of the important of human capital in achieving the success of their businesses. From the perspective of human capital management, employees are equipped with skills, abilities, and experiences that have economic value for organizations (Kontoghiorghes & Frangou, 2009). Thus, organizations would face difficulties in meeting its desired goals without human capital capabilities (Taylor, 2002; Mobley, 1982). Voluntary employee turnover is one of the critical issue in the Malaysian manufacturing organizations and able to destroy the company competitiveness in the marketplace. The survey conducted by Malaysian Employers Federation (MEF) on 143 manufacturing organizations across various sub-sectors between July 2010 and June 2011 reported high average yearly