Turnover intention among relationship managers in selected local banks in Malaysia

Employee turnover is a topic that generates much interest in the academia and the industry alike. Since employee turnover is a costly problem for any organisation, it needs to be addressed. This study investigated this issue by considering the turnover intention and not the actual turnover because t...

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Main Author:	Kamal Afendi, Shaharin
Format:	Thesis
Language:	eng eng eng
Published:	2018
Subjects:	HD58.7 Organizational Behavior.
Online Access:	https://etd.uum.edu.my/7506/1/Depositpermission_s95889.pdf https://etd.uum.edu.my/7506/2/s95889_01.pdf https://etd.uum.edu.my/7506/3/s95889_02.pdf
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id	my-uum-etd.7506
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng eng
advisor	Mohd. Shamsudin, Faridahwati
topic	HD58.7 Organizational Behavior.
spellingShingle	HD58.7 Organizational Behavior. Kamal Afendi, Shaharin Turnover intention among relationship managers in selected local banks in Malaysia
description	Employee turnover is a topic that generates much interest in the academia and the industry alike. Since employee turnover is a costly problem for any organisation, it needs to be addressed. This study investigated this issue by considering the turnover intention and not the actual turnover because the former is argued to be a precursor to the latter. Hence, to address turnover, the management needs to understand why employees develop turnover intention. This study was conducted on the Relationship Managers (RMs) of selected local banks in Malaysia. To investigate the turnover intention of the RMs, the push-pull model was used. The push factors included role conflict, work overload and licensing status while the pull factors included career advancement and salary. Both an online and an offline survey were carried out to collect the data. A total of four hundred and fifty-two survey questionnaires were distributed, but only 136 valid questionnaires were returned, yielding a response rate of 33.2%. Descriptive statistics and multiple regression analysis were used to analyse the data. Of the push factors, only workload was found to be positively associated with turnover intention. Career advancement, one of the pull factors, was shown to be negatively related to turnover intention. Of the overall factors, work overload was found to be the best predictor of the RMs’ turnover intention to leave. The study recommends that the bank management revisit the current practices of establishing workload and implement effective career paths for RMs. The limitations and suggestions for future research are also discussed.
format	Thesis
qualification_name	Doctor of Business Administration (DBA)
qualification_level	Doctorate
author	Kamal Afendi, Shaharin
author_facet	Kamal Afendi, Shaharin
author_sort	Kamal Afendi, Shaharin
title	Turnover intention among relationship managers in selected local banks in Malaysia
title_short	Turnover intention among relationship managers in selected local banks in Malaysia
title_full	Turnover intention among relationship managers in selected local banks in Malaysia
title_fullStr	Turnover intention among relationship managers in selected local banks in Malaysia
title_full_unstemmed	Turnover intention among relationship managers in selected local banks in Malaysia
title_sort	turnover intention among relationship managers in selected local banks in malaysia
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2018
url	https://etd.uum.edu.my/7506/1/Depositpermission_s95889.pdf https://etd.uum.edu.my/7506/2/s95889_01.pdf https://etd.uum.edu.my/7506/3/s95889_02.pdf
_version_	1747828229454954496
spelling	my-uum-etd.75062021-08-09T08:12:28Z Turnover intention among relationship managers in selected local banks in Malaysia 2018 Kamal Afendi, Shaharin Mohd. Shamsudin, Faridahwati Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. Employee turnover is a topic that generates much interest in the academia and the industry alike. Since employee turnover is a costly problem for any organisation, it needs to be addressed. This study investigated this issue by considering the turnover intention and not the actual turnover because the former is argued to be a precursor to the latter. Hence, to address turnover, the management needs to understand why employees develop turnover intention. This study was conducted on the Relationship Managers (RMs) of selected local banks in Malaysia. To investigate the turnover intention of the RMs, the push-pull model was used. The push factors included role conflict, work overload and licensing status while the pull factors included career advancement and salary. Both an online and an offline survey were carried out to collect the data. A total of four hundred and fifty-two survey questionnaires were distributed, but only 136 valid questionnaires were returned, yielding a response rate of 33.2%. Descriptive statistics and multiple regression analysis were used to analyse the data. Of the push factors, only workload was found to be positively associated with turnover intention. Career advancement, one of the pull factors, was shown to be negatively related to turnover intention. Of the overall factors, work overload was found to be the best predictor of the RMs’ turnover intention to leave. 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