The determinants of turnover intention among bank employees

The main purpose of this research is to investigate the determinants of turnover intention among bank employees in Kuala Lumpur. Specifically, the objective of this study is to examine the relationships between employee relations, working environment and conditions, compensation and benefit packages...

Full description

Saved in:
Bibliographic Details
Main Author: Yeo, Chiu Hoon
Format: Thesis
Language:eng
eng
Published: 2018
Subjects:
Online Access:https://etd.uum.edu.my/7635/1/s820238_01.pdf
https://etd.uum.edu.my/7635/2/s820238_02.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.7635
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Ibrahim, Hadziroh
Tang, Swee Mei
topic HD28-70 Management
Industrial Management
spellingShingle HD28-70 Management
Industrial Management
Yeo, Chiu Hoon
The determinants of turnover intention among bank employees
description The main purpose of this research is to investigate the determinants of turnover intention among bank employees in Kuala Lumpur. Specifically, the objective of this study is to examine the relationships between employee relations, working environment and conditions, compensation and benefit packages, career advancement opportunities with turnover intention. A total of 150 questionnaires were distributed among bank employees in Masjid Jamek area and the researcher was successfully collected 120 questionnaires from the respective respondents. All the data were analyzed by using Statistical Package for Social Science (SPSS) 23.0 versions. Two types of data analysis were used, which are descriptive analysis and inferential analysis. Descriptive analysis is used to study the respondent demographic information’s such as age, gender, highest education level, length of services, and monthly income level, meanwhile, the inferential analysis is used to determine the relationships between independent variables such as employee relations, working environment and conditions, compensation and benefit packages, career advancement opportunities and dependent variable which is turnover intention. The results of the study show that the relationship between turnover intention and employee relations is weak. However, working environment and conditions, compensation and benefit packages, and career advancement opportunities are moderately correlated to the turnover intention among the bank employees in Masjid Jamek area, Kuala Lumpur, Malaysia. Based on the multiple regression analysis, the study found that two independent variables which are working environment and conditions, and compensation and benefit packages have negative and significant relationship with turnover intention.
format Thesis
qualification_name masters
qualification_level Master's degree
author Yeo, Chiu Hoon
author_facet Yeo, Chiu Hoon
author_sort Yeo, Chiu Hoon
title The determinants of turnover intention among bank employees
title_short The determinants of turnover intention among bank employees
title_full The determinants of turnover intention among bank employees
title_fullStr The determinants of turnover intention among bank employees
title_full_unstemmed The determinants of turnover intention among bank employees
title_sort determinants of turnover intention among bank employees
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2018
url https://etd.uum.edu.my/7635/1/s820238_01.pdf
https://etd.uum.edu.my/7635/2/s820238_02.pdf
_version_ 1747828246000435200
spelling my-uum-etd.76352021-08-11T08:16:54Z The determinants of turnover intention among bank employees 2018 Yeo, Chiu Hoon Ibrahim, Hadziroh Tang, Swee Mei Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD28-70 Management. Industrial Management The main purpose of this research is to investigate the determinants of turnover intention among bank employees in Kuala Lumpur. Specifically, the objective of this study is to examine the relationships between employee relations, working environment and conditions, compensation and benefit packages, career advancement opportunities with turnover intention. A total of 150 questionnaires were distributed among bank employees in Masjid Jamek area and the researcher was successfully collected 120 questionnaires from the respective respondents. All the data were analyzed by using Statistical Package for Social Science (SPSS) 23.0 versions. Two types of data analysis were used, which are descriptive analysis and inferential analysis. Descriptive analysis is used to study the respondent demographic information’s such as age, gender, highest education level, length of services, and monthly income level, meanwhile, the inferential analysis is used to determine the relationships between independent variables such as employee relations, working environment and conditions, compensation and benefit packages, career advancement opportunities and dependent variable which is turnover intention. The results of the study show that the relationship between turnover intention and employee relations is weak. However, working environment and conditions, compensation and benefit packages, and career advancement opportunities are moderately correlated to the turnover intention among the bank employees in Masjid Jamek area, Kuala Lumpur, Malaysia. Based on the multiple regression analysis, the study found that two independent variables which are working environment and conditions, and compensation and benefit packages have negative and significant relationship with turnover intention. 2018 Thesis https://etd.uum.edu.my/7635/ https://etd.uum.edu.my/7635/1/s820238_01.pdf text eng public https://etd.uum.edu.my/7635/2/s820238_02.pdf text eng public masters masters Universiti Utara Malaysia Adler, H. & Ghiselli, R. (2015). The importance of compensation and benefits on university students’ perception of organizations as potential employers. Journal of Management and Strategy, 6(1), 1-9. Afif, S. H., Sanjay, K. S. & Matloub, H. (2015). Correlates of employee turnover intentions in oil and gas industry in the UAE. International Journal of Organizational Analysis, 23(3), 493-504. Alipour, M., Salehi, M. & Shahnavaz, A. (2009). A study of on the job training effectiveness: empirical evidence of Iran. International Journal of Business and Management, 4(11), 63-68. Azanza, G., Moriano, J. A., Molero, F. & Mangin, J. P. L. (2015). The Effects of authentic leadership on turnover intention. Leadership & Organization Development Journal, 36(8), 955-971. Bigliardi, B., Petroni, A. & Dormio, A. I. (2005). Organizational socialization, career aspirations and turnover intentions among design engineers. Leadership & Organization Development Journal, 26(6), 424-441. Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley. Blom, V. & Aronsson, G. (2010). Work conditions for workers with good long-term health. International Journal of Workplace Health Management, 3(2), 160-172. Boyer, K. K. (1996). An assessment of managerial commitment to lean production. International Journal of Operation & Production Management, 16(9), 48-59. Bryman, A. & Bell, E. (2011). Business research methods (3rd ed.). New York: Oxford University Press. Chen, Y., Friedman, R. & Simons, T. (2014). The gendered trickle-down effect. Career Development International, 19(7), 836-856. Chepkwony, C. C. (2014). The relationship between rewards systems and job satisfaction: a case study at teachers service commission-Kenya. European Journal of Business and Social Sciences, 3(1), 59-70. Chew, I. & Goh, M. (1997). Some future directions of human resource practices in Singapore. Career Development International, 2(5), 238-244. Ching, S. L. & Kee, D. M. H. (2012). Work values-career commitment relationship of generation Y teachers in Malaysia 2012. International Conference on Economics Marketing and Management, Vol.28, 242-246. Choi, S., Cheong, Kiju. & Feinberg, R. A. (2012). Moderating effects of supervisorsupport, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality: An International Journal, 22(5), 492-516. Choi, S. L., Ajagbe, M. A. & Tan, O. K. (2013). Addressing the issues on employees’ turnover intention in the perspective of HRM practices in SME. Procedia – Social and Behavioral Sciences 129, 99-104. Choi, S. L. & Panniruky, P. (2014). Examining the impact of human resource management practices on employees’ turnover intention. International Journal of Business and Society, 15(1), 111-126. Choi, S. L., & Panniruky, P., & Ajagbe, M. A. (2012). The impact of human resource management practices on employees’ turnover intention: a conceptual model. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 629-641. Cohen, G., Blake, R. S., & Goodman, D. (2015). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 1-24. Cooper, D. R., & Schindler, P. S. (2011). Business research methods (11st ed.). New York: McGraw-Hill/Irwin. Cropanzano, R. & Mitchell, M. S. (2005). Social exchange theory: an interdisciplinary review. Journal of Management, 31(6), 874-900. Davis, J. A. (1971). Elementary survey. Englewood Cliffs, New Jersey: Prentice Hall. Department of Statistics Malaysia (2016). Statistical handbook. Retrieved on Mar 18, 2017, from file:///C:/Users/user/Downloads/BUKU%20MAKLUMAT% 20PERANGKAAN%20MALAYSIA%202016%2015.12.2016.pdf Dysvik, A. & Kuvaas, B. (2010). Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. Personnel Review, 39(5), 622-638. Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, Vol.2, 335-362. Emiroglu, B. D., Tanriverdi, H. & Akova, O. (2015). The relationship between turnover intention and demographic factors in hotel businesses: a study at five star hotels in Istanbul. Procedia – Social and Behavioral Sciences, 207, 385-397. Gill, A. S. (2008). The role of trust in employee-manager relationship. International Journal of Contemporary Hospitality Management, 20(1), 98-103. Harter, J. K., Schmidt, F. L. & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta- analysis. Journal of Applied Psychology, 87(2), 268-279. Hassan, R. (2014). Factors influencing turnover intention among technical employees in information technology organization: a case of XYZ (M) Sdn Bhd. International Journal of Arts and Commerce, 3(9), 120-137. Hofhuis, J., van der Zee, K. I. & Otten, S. (2014). Comparing antecedents of voluntary job turnover among majority and minority employees. Equality, Diversity and Inclusion: An International Journal. 33(8), 735-749. Huang, W. R. & Su, C.H. (2016). The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions. Industrial and Commercial Training, 48(1), 42-52. Hussain, I. A., Yunus, N., Ishak, N. A. & Daud, N. (2013). The influence of intention to leave towards employee engagement among young bankers in Malaysia. International Journal of Business and Management, 8(14), 89-97. Irfann Ismail, M. & Tan, T. H. (2011). Identifying work-related stress among employees in the Malaysian financial sector. World Journal of Management. 3(2), 229-243. Javed, M., Balouch, R. & Hassan, F. (2014). Determinants of job satisfaction and its impact on employee performance and turnover intentions. International Journal of Learning and Development, 4(2),120-140. Jha, S. (2009). Determinants of employee turnover intentions: a review. Management Today, 9(2), 26-33. JobStreet.com (2018). Malaysia ranks the 4th in recent Employee Job Happiness Index 2017. Retrieved on Mar 31, 2018, from https://www.jobstreet.com.my/career-resources/malaysia-ranks-4th-recent-employee-job-happiness-index-2017-jobstreet-com/#.WsDoli5ubIU Kanwal, B. & Tariq, A. (2016). Organizational environment, job satisfaction and career growth opportunities: a link to employee’s turnover intentions in University of Sargodha, Pakistan. Journal of Resources Development and Management, 20(1), 8-14. Kaur, G. (2015). Perception of bank employees’ towards working environment of selected Indian universal banks. International Journal of Bank Marketing, 33(1), 58-77. Keni., Muthuveloo, R., Teoh. A. P. & Rubiah Rahman, A. (2013). Turnover intention trend among commercial banks in Penang, Malaysia. International Conference on Entrepreneurship and Business Management (ICEBM), 10-15. Khan, A. H. & Aleem, M. (2014). Impact of job satisfaction on employee turnover: an empirical study of autonomous medical institutions of Pakistan. Journal of International Studies, 7(1), 122-132. Khatri, N. (1999). Emerging issues in strategic HRM in Singapore. International Journal of Manpower, 20(8), 516-529. Khatri, N., Budhwar, P. & Chong, T. F. (1999), Employee turnover: bad attitude or poor management? Nanyang Business School, Nanyang Technological University, Singapore Kim, S., Tam, L., Kim, J. N. & Rhee, Y. (2017). Determinants of employee turnover intention: understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. Corporate Communications: An International Journal, 22(3), 308-328. Koslowsky, M., Weisberg, J., Yaniv, E. & Speiser, I. Z. (2012). Ease of movement and sector affiliation as moderators of the organizational and career commitment. International Journal of Manpower, 33(7), 822-839. Kossivi, B., Xu, M. & Kalgora, B. (2016). Study on determining factors of employee retention. Open Journal of Social Sciences, 4, 261-268. Labour Force Statistics Malaysia (2016). Unemployment rate in Malaysia from 2010-2015. Retrieved on Sep 23, 2016, from https://www.statistics.gov.my/index.php?r=column/cthemeByCat&cat=155&bul_id=OWlxdEVoYlJCS0hUZzJyRUcvZEYxZz09&menu_id=L0pheU43NWJwRWVSZklWdzQ4TlhUUT09 Latif, K., Shahid, M. N. & Sohail, N. (2011). Job satisfaction among public and private college teachers of district Faisalabad, Pakistan: a comparative analysis. Interdisciplinary Journal of Contemporary Research in Business, 3(8), 235-242. Leblebici, D. (2012). Impact of workplace quality on employee’s productivity: case study of a bank in Turkey. Journal of Business, Economics & Finance, 1(1), 38-49. Lee, C. C., Huang, S. H, & Zhao, C. Y. (2012). A study of factors affecting turnover intention of hotel employees. Asian Economic and Financial Review, 2(7), 866-876. Lee, C. S., Kee, D. M. H., & Tan, C. L. (2012). Work values of generation Y preservice teachers in Malaysia. Procedia – Social and Behavioral Sciences 65, 704-710. Lee, H. W. & Liu, C. H. (2007). An examination of factors affecting repatriates' turnover intentions. International Journal of Manpower, 28(2), 122-134. Lee, T. R., Chen, S. Y., Wang, S. H. & Dadura, A. (2010). The relationship between spiritual management and determinants of turnover intention. European Business Review, 22(1), 102-116. Martocchio, J. J. (2015). Strategic compensation: a human resources management aproach (8th ed.). England: Pearson Education Limited McLeod, S. (2016). Maslow’s hierarchy of needs. Retrieved on Oct 01, 2016, from: http://www.simplypsychology.org/maslow.html Menefee, J. A. & Murphy, R. O. (2004). Rewarding and retaining the best: compensation strategies for top performers. Benefits Quarterly, 20(3), 13-20. MOHR, Department of Labour of Peninsular Malaysia (2016). Statistik pekerjaan dan perburuhan. Retrieved on Sep 23, 2016, from http://myhos.mohr.gov.my/ebook/istatistik3_2016/index.html#p=28 Nair, S., Cheik, A. N. & Lim, Y. M. (2016). Internal push factors and external pull factors and their relationships with lecturers’ turnover intention. International Journal of Business and Management, 11(12), 110-126. Ntalianis, F., Dyer, L., & Vandenberghe, C. (2015). Owner-employee relations in small firms. Journal of Managerial Psychology, 30(7), 832-846. Osibanjo, A. O., Adeniji, A. A., Falola, H, O. & Heirsmac, P. T. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonardo Journal of Sciences, Issues 25, 65-84. Osibanjo, A. O., Oyewunmi, A. E. & Ojo, S. I. (2014). Career development as a determinants of organizational growth: modeling the relationship between these constructs in the Nigerian banking industry. American International Journal of Social Science, 3(7), 67-75. Pasamar, S. & Valle, C. R. (2013). Work-life balance under challenging financial and economic conditions. International Journal of Manpower, 34(8), 961-974. Qasim, T., Javed, U. & Shafi, M. S. (2014). Impact of stressors on turnover intention: examining the role of employee well-being. International Journal of Science, Behavioral, Educational, Economic, Business and Industrial Engineering, 8(1), 176-184. Queiri, A., Wan Fadzilah Yusoff, W. & Dwaikat, N. (2015). Explaining generation-Y employees’ turnover in Malaysian context. Asian Social Science, 11(10), 126-138. Rahim, A. & Cosby, D. M. (2016). A model of workplace incivility, job burnout, turnover intentions, and job performance. Journal of Management Development, 35(10), 1255-1265. Rahman, M. M. & Iqbal, M. F. (2013). A comprehensive relationship between job satisfaction and turnover intention of private commercial bank employees’ in Bangladesh. International Journal of Science and Research, 2(6), 17-23. Rahman, W. & Nas, Z. (2013). Employee development and turnover intention: theory validation. European Journal of Training and Development, 37(6), 564-579. Ramzan, M., Hafiz Zubair, M. K., Ali, G. & Arslan, M. (2014). Impact of compensation on employee performance (empirical evidence from banking sector of Pakistan). International Journal of Business and Social Science, 5(2), 302-309. Rizal, M., Syafie Idrus, M., Djumahir. & Mintarti, R., (2014). Effect of compensation on motivation, organizational commitment and employee performance (studies at local revenue management in Kendari City). International Journal of Business and Management Invention, 3(2), 64-79. Saeed, I., Waseem, M. & Sikander, S. (2014). The relationship of turnover intention with job satisfaction, job performance, leader member exchange, emotional intelligence and organizational commitment. International Journal of Learning & Development, 4(2), 242-256. Sajjad, N., Amina, S., Wang, Q., Nadia, N. & Quang, D. T. (2016). Influence of organizational rewards on organizational commitment and turnover intentions. Employee Relations, 38(4), 596-619. Samgnanakkan, S. (2016). Mediating role of organizational commitment on HR practices and turnover intention among ICT professionals. Journal of Management Research, 10(1), 39-61. Sattar, S. & Ahmed, S, (2014). Factors effecting employee turnover in banking sector. Developing Country Studies, 4(3), 110-115. Settoon, R., Bennett, N. & Liden, R. (1996). Social exchange in organizations: perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219-227. Shah, N. H. & Jumani, N. B. (2015). Relationship of job satisfaction and turnover intention of private secondary school teachers. Mediterranean Journal of Social Science, 6(4), 313-323. Shukla, S. & Sinha, A. (2013). Employee turnover in banking sector: empirical evidence. Journal of Humanities and Social Science, 11(5), 57-61. Singh, S. (2016, March 9). Liow: higher minimum wage decreses dependance on foreign workers. The Star Online. Retrieved on Oct 08, 2016, from: http://www.thestar.com.my/News/Nation/2015/10/25/Liow-higher-minimum-wage-fewer-foreign-workers/ Slatten, T., Svensson, G. & Svaeri, S. (2011). Service quality and turnover intentions as perceived by employees. Personnel Review, 40(2), 205-221. Tansel, A., & Gazioglu, S. (2014). Management-employee relations, firm size and job satisfaction. International Journal of Manpower, 35(8), 1260-1275. The Star Online (2015). Malaysian banks reducing staff. Retrieved on Sep 25, 2016, from http://www.thestar.com.my/business/business-news/2015/09/17/banks-rightsizing-staff/ The Sun Daily Online. (2016). Aon best employers – Malaysia 2016. Retrieved on Oct 05, 2016, from: http://www.thesundaily.my/news/1950522 The Sun Daily Online. (2016). 31,476 employees laid off between January and September. Retrieved on Mar 15, 2017, from: http://www.thesundaily.my/news/2046172 The Sun Daily Online. (2018). Wages too low, says Bank Negara. Retrieved on Mar 31, 2018, from: https://www.thestar.com.my/business/business-news/2018/03/31/wages-too-low-says-bank-negara/ Thomas, K. & Parveen, K. (2012). Changing work environments and employee wellbeing: an introduction. International Journal of Manpower, 33(7), 729-737. Wang, E. S. T. (2014). The effects of relationship bonds on emotional exhaustion and turnover intentions in frontline employees. Journal of Services Marketing, 28(4), 319-330. Wikhamn, W. & Hall, A. T. (2012). Social exchange in a Swedish work environment. International Journal of Business and Social Science, 3(23), 56-64. Wills Towers Watson (2013). Higher turnover rate in Malaysia financial services industry, Towers Watson survey finds. Retrieved on Sep 25, 2016, from https://www.towerswatson.com/en/Press/2013/10/Higher-turnover-rate-in-Malaysian-Financial-Services-industry Xie, B., Xin, X., & Bai, G. (2016). Hierarchical plateau and turnover intention of employees at the career establishment stage. Career Development International, 21(5), 511-533. Yaseen, A. (2013). Effect of compensation factors on employee satisfaction: a study of doctor’s dissatisfaction in Punjab. International Journal of Human Resources Studies, 3(1), 142-157. Zhou, J., Qian, X., Henan, Q., & Lei, X. (2009). Total reward strategic: a human resources management strategy going with the trend of the times. International Journal of Business and Management, 4(11), 177-183. Zikmund, W. K., Babin, B. J., Carr, J. C., & Griffin, M. (2013). Business research methods (9th ed.). Canada: Cengage Learning.