The Impact of Unmet Career Advancement Expectations on the Motivation and Retention of Young Malaysian Professionals

<title>Abstract</title> <p>In the evolving Malaysian corporate landscape, retaining high-potential talent is increasingly difficult due to a widening gap between generational career values and rigid organizational structures. While young professionals prioritize rapid growth and transparent progression, many Malaysian firms continue to rely on traditional, seniority-based models. This misalignment leads to a "leaky talent pipeline," characterized by youth disengagement and high turnover rates. This study investigates how unmet career advancement expectations specifically impact the motivation, engagement, and retention of young professionals in Malaysian corporations. Adopting a qualitative, interpretivist approach, the research utilized semi-structured interviews to capture the lived experiences of six young professionals aged 23 to 35. Participants were drawn from various industries, including technology, finance, and marketing, ensuring a range of organizational contexts. The findings reveal that unmet expectations act as a primary driver for professional withdrawal. Specifically, participants reported a rapid decline in motivation and a drop in engagement when growth pathways were absent. Stagnant progression and repetitive tasks lead to emotional exhaustion and feelings of being undervalued, which participants described as "mentally draining". Consequently, these unmet needs directly fuel heightened turnover intentions, with employees actively seeking external opportunities to avoid career stagnation. The study concludes that a breach of the psychological contract undermines organizational trust and loyalty. To mitigate turnover risks and support Sustainable Development Goal (SDG) 8, Malaysian corporations must implement systemic changes, including transparent promotion criteria, structured mentorship, and equitable access to development opportunities for junior-level staff</p>