The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria

Turnover intention is an employee’s consideration, desire, or wish to leave an organization. The intention of any employee to discontinue his service with an organization is an important issue which deserves a considerable attention due to the cost and effect on the organizations. Findings from past...

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Main Author:	Isah-Chikaji, Aliyu
Format:	Thesis
Language:	English
Published:	2018
Subjects:	HF5549.5.M63 Employee motivation
Online Access:	http://eprints.utm.my/id/eprint/80873/1/AliyuIsahChikajiPAHIBS2018.pdf
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id	my-utm-ep.80873
record_format	uketd_dc
spelling	my-utm-ep.808732019-07-24T00:08:24Z The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria 2018-10 Isah-Chikaji, Aliyu HF5549.5.M63 Employee motivation Turnover intention is an employee’s consideration, desire, or wish to leave an organization. The intention of any employee to discontinue his service with an organization is an important issue which deserves a considerable attention due to the cost and effect on the organizations. Findings from past studies have however, shown contradictory results regarding to the extent to which training directly influences turnover intention. The purpose of this study therefore, is to determine the role of job satisfaction, as the mediating variable between training and turnover intention, and role of job alternatives as a moderating variable between job satisfaction and turnover intention. Data was collected via questionnaire from 385 employees of the top 3 banks in Nigeria using multistage sampling technique. Data analysis was conducted using SPSS and SmartPLS. Results indicated that job satisfaction is best represented through a second-order construct comprising of intrinsic and extrinsic dimensions. The findings also revealed that training directly influenced job satisfaction; while intrinsic job satisfaction was indicated as having mediating effects on the relationship between training and turnover intention. Furthermore, the study established that job alternatives moderated the influence of extrinsic job satisfaction on turnover intentions. The practical implication of the study is that human resource managers should communicate their training goals clearly to the employees as a concrete step toward reducing turnover intention. Future studies are recommended to extend the study to all banks and other sectors in Nigeria. 2018-10 Thesis http://eprints.utm.my/id/eprint/80873/ http://eprints.utm.my/id/eprint/80873/1/AliyuIsahChikajiPAHIBS2018.pdf application/pdf en public http://dms.library.utm.my:8080/vital/access/manager/Repository/vital:122360 phd doctoral Universiti Teknologi Malaysia, Azman Hashim International Business School Azman Hashim International Business School
institution	Universiti Teknologi Malaysia
collection	UTM Institutional Repository
language	English
topic	HF5549.5.M63 Employee motivation
spellingShingle	HF5549.5.M63 Employee motivation Isah-Chikaji, Aliyu The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria
description	Turnover intention is an employee’s consideration, desire, or wish to leave an organization. The intention of any employee to discontinue his service with an organization is an important issue which deserves a considerable attention due to the cost and effect on the organizations. Findings from past studies have however, shown contradictory results regarding to the extent to which training directly influences turnover intention. The purpose of this study therefore, is to determine the role of job satisfaction, as the mediating variable between training and turnover intention, and role of job alternatives as a moderating variable between job satisfaction and turnover intention. Data was collected via questionnaire from 385 employees of the top 3 banks in Nigeria using multistage sampling technique. Data analysis was conducted using SPSS and SmartPLS. Results indicated that job satisfaction is best represented through a second-order construct comprising of intrinsic and extrinsic dimensions. The findings also revealed that training directly influenced job satisfaction; while intrinsic job satisfaction was indicated as having mediating effects on the relationship between training and turnover intention. Furthermore, the study established that job alternatives moderated the influence of extrinsic job satisfaction on turnover intentions. The practical implication of the study is that human resource managers should communicate their training goals clearly to the employees as a concrete step toward reducing turnover intention. Future studies are recommended to extend the study to all banks and other sectors in Nigeria.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Isah-Chikaji, Aliyu
author_facet	Isah-Chikaji, Aliyu
author_sort	Isah-Chikaji, Aliyu
title	The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria
title_short	The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria
title_full	The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria
title_fullStr	The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria
title_full_unstemmed	The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria
title_sort	impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in nigeria
granting_institution	Universiti Teknologi Malaysia, Azman Hashim International Business School
granting_department	Azman Hashim International Business School
publishDate	2018
url	http://eprints.utm.my/id/eprint/80873/1/AliyuIsahChikajiPAHIBS2018.pdf
_version_	1747818273975566336

The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria

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