scholarly journals Antecedent factors affecting employees’ turnover intention: A case study of Indovina bank

2020 ◽  
Vol 2 (1) ◽  
Author(s):  
Nguyen Minh Kieu ◽  
Tran Chi Hong
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Banking Sector ◽  
Actual Behavior ◽  
Human Resource Managers ◽  
Factors Affecting ◽  
Behavior Intention ◽  
Resource Managers ◽  
Sleepless Night

Employee turnover has become a great concern and sleepless night of human resource managers. Recently, many researches had been conducted to answer the question why employees wish to change their jobs. The majority of these studies are trying to find out what are the factors affecting their decisions. These kinds of studies are tapping at the behavioral aspect of turnover. However, in banking sector, there have not been many studies on the attitudinal aspect of turnover. This is a gap in studying on employee turnover. The purpose of this study is to fill the gap and answer the question under the approach on the attitudinal side. This kind of view on turnover is originated by the idea that beliefs and attitude have an extent of guidance on behavior intention and actual behavior. If we can change their attitude and limit their behavioral intention, the chance of their actual turnover behavior shall be reduced.

scholarly journals The Impact of the Saudization Policy on Recruitment and Retention: A Case Study of the Banking Sector in Saudi Arabia

2016 ◽  
Vol 1 (5) ◽  
pp. 01 ◽  
Author(s):  
David Edgar ◽  
Areej Azhar ◽  
Dr. Peter Duncan
Keyword(s):  
Banking Sector ◽  
Working Hours ◽  
White Collar ◽  
Human Resource Managers ◽  
Specific Training ◽  
Recruitment And Retention ◽  
The Public ◽  
Resource Managers ◽  
The Impact

<p>To reduce unemployment and reliance on expatriate workers, the Saudi Arabian government has been implementing a Saudization programme to replace expatriates with Saudis. This has succeeded in the public sector, but not in the private sector, except in banking, which is perceived as a white-collar occupation and acceptable in Saudi society. As such, this study investigates the impact of Saudization on recruitment and retention in the banking sector to see what lessons have been learned and what action is required. A systematic literature review was conducted, followed by questionnaires with 48 branch managers, and interviews with 12 Human Resource managers of key banks.</p><p>The findings show that Saudization has an impact on several aspects of recruitment and retention in the banking sector, in particular, banks must provide specific training to Saudi recruits, revise working hours and promote the attractiveness of the post. Adopting such practices can benefit Saudi banking and contribute to the fulfillment of Saudization.  </p>

scholarly journals Factors Affecting the Implementation of Health and Safety in Supermarkets in Kenya

2015 ◽  
Vol 5 (2) ◽  
pp. 223
Author(s):  
Kaaria Ann Gaceri
Keyword(s):  
Health And Safety ◽  
Target Population ◽  
Corporate Identity ◽  
Human Resource Managers ◽  
Validity And Reliability ◽  
Safety Measures ◽  
Factors Affecting ◽  
Resource Managers ◽  
Commercial World ◽  
The Government

In today’s rapidly changing commercial world ‘retail design’ is taking on the great importance than ever before both in terms of selling a company’s products and promoting an organizations’ corporate identity (Onwong’a,Mamati, Kangu &Osongo, 2010) .The purpose of this study was to evaluate the factors affecting the implementation of health and safety measures in supermarkets in Kenya; A survey of Supermarkets in Kenya.The implementation of health and safety measures at workplaces is minimal and yet it goes without doubt that if properly implemented, workplace accidents, injuries and illness would decrease in number. The research study was thus to facilitate the understanding of the benefit to implementing health and safety measures, thereby enhancing the acceptance in organizations.The study was be guided by the following specific objectives, to establish whether leadership influences the implementationof health and safety measures in supermarkets in Kenya,to find out whether employee training influences the implementation of health and safety measures in supermarkets on Kenya,andto establish whether employee participation influences the implementation of health and safety measures in supermarkets in Kenya.  The study employed a descriptive research design (Sekaran, 2006).Data analysiswas aided by SPSS Version 17(Marija, 2008). The target population was the general retail merchandise in Kenya while the study population wasHuman Resource Department Staff in supermarkets with more than 10 outlets in Kenya. The study was a census of supermarkets with more than 10 outlets and hence the sample size was equal to the study population.Primary data was collected using self administered questionnaires. A pilot test was conducted to test the validity and reliability of the research instruments. The study employed descriptive statistics and data analysis was performed using both qualitative and quantitative techniques.The final findings were presented using pie charts and statistical tables. This study will be of value to the human resource managers of the general retail merchandise industry, the government,research institutions, scholars and other private institutions.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

Effect of Prejudice and References on Employee Selection Process: Empirical Evidence from Pakistan

2019 ◽  
Vol 20 (6) ◽  
pp. 1344-1360
Author(s):  
Abdul Waheed ◽  
Jianhua Yang
Keyword(s):  
Banking Sector ◽  
Selection Process ◽  
Employee Selection ◽  
Final Analysis ◽  
Primary Data ◽  
Human Resource Managers ◽  
Analytic Hierarchy ◽  
Line Managers ◽  
Resource Managers ◽  
Research Findings

Hiring is likely a more critical process for an organization, which might be possible through distinct procedures. Simultaneously, employee selection process has vital importance in which organizations adopt numerous methods and techniques to assess the dynamic individual. Many researchers have claimed that there are diverse factors that affect the employee selection process. Despite, this study investigates the effect of prejudice and references on the employee selection process within the context of banking sector in Pakistan. To this end, primary data were collected through questionnaire distribution among 400 human resource managers of all levels, that is, top, middle and first-line managers within the period of October 2015 to May 2016. Subsequently, 310 surveys were acquired for final analysis that indicates 78 per cent accuracy in the response rate. Furthermore, descriptive statistics, correlation analysis and analytic hierarchy process (AHP) techniques were applied to research findings using Statistical Package for the Social Sciences (SPSS. 20.0). It is revealed that prejudice (P) and reference (R) have a significant correlation on the employee selection process. However, the levels of intensity are quite different in each sub-attribute as thereafter demonstrated hierarchically. Finally, our research proposes few future studies for the research scholars and practitioners.

scholarly journals Psychological Contract and Attrition in Information Technology Sector

2019 ◽  
Vol 8 (12) ◽  
pp. 3951-3956
Keyword(s):  
Information Technology ◽  
Human Resource ◽  
Psychological Contract ◽  
Research Work ◽  
Principal Component ◽  
Human Resource Managers ◽  
Contract Breach ◽  
Factors Affecting ◽  
Resource Managers ◽  
And Control

What causes attrition and break of psychological contract in Information Technology (IT) sector, why they pose a serious problem to human resource managers and how they can be arrested are focal points of the present study. In any organisation the only living resources are human resources. This animate resource has the ability of rational and independent thinking. So, more the gap between employees’ expectations prior to their entry and what they actually get , the more is the chance of attrition. Organisations based on Information Technology are, in fact, skill-based industry. So, in such organisations attrition means loss of skill and expertise. Present researchers have found out the factors of psychological contract-breach and psychological contract violation leading to attrition. Forecasting attrition is indeed very difficult. Therefore, two sets of factors have separately been identified in the present article – a) factors responsible for breaking psychological contract and b) factors behind attrition. Attempts have been made here to find out the common factors affecting both psychological contract and attrition. In doing so, they at first have taken the help of previous literatures. Then through questionnaire they have collected the responses of 266 respondents of a Kolkata-based IT organization to find out causes of attrition. Method of Principal Component Analysis (PCA) has been used for the purpose. Five significant components of attrition-problem have been found similar to the factors of breaking psychological contract. Finally, the researchers have introduced a new factor i.e., effect of technological change on psychological contract and attrition. This research work will help human resource managers to identify and control causes of breaking psychological contract and of attrition. There is a scope for future studies on the newly introduced factor.

scholarly journals Cultural Factors Influencing Psychological Contract (PC) Experiences Among Survivor Managers

2021 ◽  
Vol 9 (2) ◽  
pp. 22-48
Keyword(s):  
Thematic Analysis ◽  
Psychological Contract ◽  
Banking Sector ◽  
Cultural Factors ◽  
Qualitative Approach ◽  
Developing Economy ◽  
Human Resource Managers ◽  
Family Obligations ◽  
Factors Influencing ◽  
Resource Managers

Most researches on psychological contract are conducted in the banking sector while limited local enquiries focused on the experiences of the survivor-managers in developing economy particularly in Nigeria. This study therefore, examines the cultural factors influencing PC experiences and responses among survivor-managers in Nigeria. The study adopted a qualitative approach and more specifically interviews. Data were analysed using empirically driven thematic analysis. The findings revealed that; unemployment, values of dependency, corruption, family obligations, beliefs, spirituality among others shape attitudes and responses of the survivor-managers' with respect to downsizing exercise. Therefore, human resource managers who are part of the downsizing exercise should embrace open and transparent process as well as being sensitive to the wellbeing of the victims and survivors to reduce the negative psychological contract experiences and responses among Survivor-managers. In addition, the research created awareness on the need to diversify research in terms of methods adopted.

scholarly journals Analysis of The Factors that Affect Employee Turnover Intention at Travelodge Hotel Batam

2021 ◽  
Vol 3 (4) ◽  
pp. 216-220
Author(s):  
Ulfa Ulfa ◽  
Youmil Abrian ◽  
Arif Adrian
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Factors Affecting ◽  
Factors Influencing ◽  
Employee Turnover Intention ◽  
Saturated Sample ◽  
Quantitative Descriptive

The study aims to determine the analysis of factors influencing Turnover Intention employees at Hotel Travelodge Batam.This research is a quantitative descriptive type with a factor analysis method aimed at seeing the factors affecting Turnover Intention in the Hotel Travelodge Batam. The population in this study is all employees amounting to 52 people, the sample in this study is with non-probability sampling technique with a total saturated sample of 52 people. Data analysis techniques using SPSS version 16.00. The results of this study showed a simple linear regression hypothesis test obtained F 5,418 with sig. 0.000 < 0.05, then the variable factors that influence can explain the turnover variable intention employees significantly, with the value of R Square of 0.419. This means that the factors influencing the turnover of intention employees by 41.9% and 58.1% are influenced by other factors. The salary factor has no significant effect on turnover intention. Training factors and work facilities have no significant effect on turnover intention. Leadership factors have no significant effect on turnover intention. The award factor has significant effect on turnover intention. The organizational culture factor has no significant effect on turnover intention. Job satisfaction factor has no significant effect on turnover intention. Based on the results the research researchers suggested to pay more attention to factors that influence employee turnover and further improve job satisfaction, training and work facilities,.

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