Contributing factors of turnover intention among employees: a case of financial institution in Malaysia
In this challenging era, most of the employees are skilled and knowledgeable and organization must know the best strategies on how to retain their employees. Employees are tending to leaves their jobs for various reasons and this gives a great impact towards organizational efficiency and performance...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2019
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/7933/1/s823482_1.pdf https://etd.uum.edu.my/7933/2/s823482-2.pdf |
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| Summary: | In this challenging era, most of the employees are skilled and knowledgeable and organization must know the best strategies on how to retain their employees. Employees are tending to leaves their jobs for various reasons and this gives a great impact towards organizational efficiency and performance. This study is basically conducted to identify the factors that contributed towards employee’s turnover intention especially in banking industry. In view of there is only few researches been conducted on turnover intention relating to banking industry hence this study is focusing on employees from banks. The major factors studied in this research is role stress, leader member exchange and job satisfaction. Close ended questionnaire were hand-delivered to respondents from five major Islamic banks in Klang Valley. A total of 262 completed questionnaires received and collected data were analysed using SPSS version 22.0. Majority of the respondents is male (64.5%), between the age of 36 to 45 years old (46.2%), most of them are Degree holders (80.2%) and about 58.8% respondents are with six to ten years of experience in banking industry. According to correlation analysis the results showing that there is a positive relationship between role stress and turnover intention. Meanwhile between leader member exchange and job satisfaction on turnover intention shows negative relationship. However, based to linear regression analysis it shows that the relationship between job satisfaction and turnover intention is positive. Thus this has rejected hypothesis number three of this research. Based to the findings it is suggested that hiring a right person for certain position will reduce in stress level and a good leadership style must be implemented. It is suggested that future research conducted in banking industry to identify other contributing factors towards turnover intention and focusing on top management opinions on turnover intention and techniques to overcome such issue. |
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