Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur

Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur

Employees are most vital and valuable assets in all organization. An organization would not be able to achieve its success without the necessary support and dedication of its employees. This objective of this research is to identify the factors that influence turnover intention among the employees i...

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Main Author: Doreen Shamala, Antonio Merino
Format: Thesis
Language:eng
eng
Published: 2017
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/7274/1/s818829_01.pdf
https://etd.uum.edu.my/7274/2/s818829_02.pdf
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institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mohd Yunus, Jasmani
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Doreen Shamala, Antonio Merino
Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur
description Employees are most vital and valuable assets in all organization. An organization would not be able to achieve its success without the necessary support and dedication of its employees. This objective of this research is to identify the factors that influence turnover intention among the employees in the commercial banking sector in Kuala Lumpur by accessing the independent variables which are job satisfaction, empowerment, job stress and external job opportunity. The questionnaires were distributed to five banks who willingly participated in this research whereby three hundred seventy five bank employees participated in this research. The researcher chose the convenience sampling which falls under the non-probability sampling. Descriptive and inferential statistics were used to measure the relationship of the variables and to draw a conclusion between the independent and dependent variables. The findings revealed that there is existing relationship between job satisfaction, job stress, empowerment and employee turnover. On the other hand external job opportunity was not a significant predictor towards employee turnover. The independent variables only revealed 9.1% of the influences on employee turnover intention. Another pertinent factor could be the fact that the respondents have resigned to the fact that jobs are rare and therefore they choose to remain where they are in order to ride out the bad times and hope to move to greener pastures when times are better.
format Thesis
qualification_name other
qualification_level Master's degree
author Doreen Shamala, Antonio Merino
author_facet Doreen Shamala, Antonio Merino
author_sort Doreen Shamala, Antonio Merino
title Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur
title_short Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur
title_full Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur
title_fullStr Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur
title_full_unstemmed Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur
title_sort factors influencing employee turnover intention in the commercial banking sector in kuala lumpur
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2017
url https://etd.uum.edu.my/7274/1/s818829_01.pdf
https://etd.uum.edu.my/7274/2/s818829_02.pdf
_version_ 1747828185953730560
spelling my-uum-etd.72742021-05-09T02:25:57Z Factors influencing employee turnover intention in the commercial banking sector in Kuala Lumpur 2017 Doreen Shamala, Antonio Merino Mohd Yunus, Jasmani Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Employees are most vital and valuable assets in all organization. An organization would not be able to achieve its success without the necessary support and dedication of its employees. This objective of this research is to identify the factors that influence turnover intention among the employees in the commercial banking sector in Kuala Lumpur by accessing the independent variables which are job satisfaction, empowerment, job stress and external job opportunity. The questionnaires were distributed to five banks who willingly participated in this research whereby three hundred seventy five bank employees participated in this research. The researcher chose the convenience sampling which falls under the non-probability sampling. Descriptive and inferential statistics were used to measure the relationship of the variables and to draw a conclusion between the independent and dependent variables. The findings revealed that there is existing relationship between job satisfaction, job stress, empowerment and employee turnover. On the other hand external job opportunity was not a significant predictor towards employee turnover. The independent variables only revealed 9.1% of the influences on employee turnover intention. Another pertinent factor could be the fact that the respondents have resigned to the fact that jobs are rare and therefore they choose to remain where they are in order to ride out the bad times and hope to move to greener pastures when times are better. 2017 Thesis https://etd.uum.edu.my/7274/ https://etd.uum.edu.my/7274/1/s818829_01.pdf text eng public https://etd.uum.edu.my/7274/2/s818829_02.pdf text eng public other masters Universiti Utara Malaysia A.Cohen & R Golan (2007). Predicting absenteeism and turnover intentions by past absenteeism and work attitudes An empirical examination of female employees in long term nursing care facilities Abbasi, S., & Hollman, K. (2000). Turnover: The real bottom line. Public personnel management, 29, 333-342 Abushaikha, L., and Sheil, E.P. (2006). Labor stress and nursing support: How do they relate? Journal of International Women's Studies, 7(4), 198-208. Adams, J.S. (1965). Inequity in social exchange. In L. 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