scholarly journals Relationship between Job Stress and the Turnover Intention of Private Sector Bank Employees in Bangladesh

2019 ◽  
Vol 12 (8) ◽  
pp. 133
Author(s):  
Nazrul Islam ◽  
Ekhtear Ahmed Zeesan ◽  
Debanik Chakraborty ◽  
Md. Nafizur Rahman ◽  
Syed Istiak Uddin Ahmed ◽  
...  
Keyword(s):  
Private Sector ◽  
Job Stress ◽  
Turnover Intention ◽  
Commercial Banks ◽  
Banking Sector ◽  
Stress Factors ◽  
Private Bank ◽  
The Sustainable Development ◽  
Bank Employees ◽  
Goals And Objectives

Private sector banks are important segments of the economy of Bangladesh. This sector has already been recognized as a significant industry for achieving the Sustainable Development Goals (SDG) of Bangladesh. However, managing private organizations has become very challenging due to highly competitive market and higher level of employee turnover especially in the private banking sector. It is observed that to attain the competitive advantage, private bank employees are undertaking heavy workload that leads to higher level of stress at work and is increasing turnover intention among the employees. This study has been designed to explore the factors that are accountable to create stress among the private bank employees in Bangladesh which are creating turnover intention among them. Hence, this study identified the relationships between job stress factors and the increase of turnover intensions among the bank employees in Bangladesh. A total of 206 bank employees at different levels of the banks were interviewed from ten private commercial banks of Bangladesh. A structured questionnaire was designed through literature review to collect the information from the respondent employees. Both descriptive and inferential statistics were used to analyze the data. Multivariate analysis techniques were used to identify the work stress factors having influence on the turnover intention among the private bank employees in Bangladesh. Results show that there are four stress factors that increase the turnover tension among the private bank employees in Bangladesh such as, (i) long hours and fast work, (ii) clearness of goals and objectives of work, (iii) workload and change in mindset, and (iv) flexibility at work. This study suggests that the policymakers of the private commercial banks should address the issues like long hours and fast work, clearness of goals and objectives of work, workload and change in mindset and flexibility at work for reducing turnover intensions of the bank employees in Bangladesh.

FACTORS INFLUENCING EMPLOYEE’S TURNOVER INTENTION IN BANKING SECTOR IN PENANG

2019 ◽  
Vol 8 (2) ◽  
Author(s):  
Arvindraj Arvindraj ◽  
Jaya Kumar Shanmugam
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Banking Sector ◽  
Bank Management ◽  
Factors Influencing ◽  
Bank Employees ◽  
Potential Factors

This study aims to investigate factors that influence employee’s turnover intention in banking sector in Penang. The are several factors expected to influence the employee’s turnover intention which are distributive justice, job stress, job satisfaction and compensation. A total of 150 bank employees from different banking sectors were selected and questionnaires were distributed to them. The collected data was analyzed using SPSS version 25. The results revealed that there is a significant relationship between all factors and employee’s turnover intention. All factors have an influence towards employee’s turnover intention. This study will help the bank management to identify the potential factors that influence their staff to quit from the current job. Several recommendations and suggestions for further research are also discussed at the end of this study. Keywords: Employee Turnover, Distributive Justice, Job Satisfaction, Compensation

Employees Attitude towards E-Learning in Banking Sector -An Empirical Study of Shivamogga District

2019 ◽  
Vol 118 (10) ◽  
pp. 88-106
Author(s):  
Dr.Mamatha. S.M ◽  
Mr.Panduranganagouda Honnali
Keyword(s):  
Banking Sector ◽  
Employee Performance ◽  
Private Bank ◽  
Public And Private ◽  
The Public ◽  
Body Of Knowledge ◽  
E Learning ◽  
Banking Structure ◽  
Bank Employees ◽  
Methods Of Learning

E-learning has become a global phenomenon and it is the central theme of many industries and organizations for the additional method of training which can complement traditional methods of learning. The practices of E-learning and Learning management system (LMS) in the banking sector make the drastic changes in the employee performance and their knowledge regarding job in the modern banking structure. This study provides a comprehensive body of knowledge about LMS and e-learning, in general, within the public and private bank in India. The main objective of this paper to understand and analyze the attitude of employees towards E-learning practices in banking sector in Shivamogga district. The data was analyzed by using exploratory factor analysis, based on the responses received from a random the sample 50 of the bank employees working in the private sector banks.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

scholarly journals Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment

2021 ◽  
Vol 19 (1) ◽  
pp. 127-136
Author(s):  
Arjun Rai ◽  
Prem Bahadur Budhathoki ◽  
Chandra Kumar Rai
Keyword(s):  
Organizational Commitment ◽  
Banking Sector ◽  
Positive Impact ◽  
Ordinary Least Squares ◽  
Three Dimensions ◽  
Survey Method ◽  
Normative Commitment ◽  
Private Bank ◽  
Continuance Commitment ◽  
Bank Employees

Employees’ job satisfaction is a leading factor in determining their organizational commitment. The organizational commitment level affects the employees’ decision to leave or remain in their organization. The banking sector of Nepal has been facing a problem of high employee mobility from one bank to another. In the backdrop of this context, this survey intends to examine the effect of satisfaction with colleagues, promotion, and the nature of work on the three dimensions of organizational commitment using the Ordinary Least Squares model in the context of private bank employees in Nepal. This study used a survey method to collect data from 199 employees working in private banks in Nepal, using a standardized questionnaire. The collected data were coded, entered, and processed in Statistical Package for Social Sciences version 25. The outcomes of the study – satisfaction with the colleagues, promotion, and the nature of the work – had a significant positive impact on the affective and normative commitment of the employees, but the regressors had an insignificant effect on continuance commitment. The employees’ satisfaction from their colleagues, promotion, and the nature of work positively improves their affective and normative commitment. Nevertheless, this study found the predictor variables as irrelevant factors for explaining the continuance commitment of the employees in the context of the study. This study’s contribution is the idea of how satisfaction with colleagues, promotion, and work nature contribute to the three dimensions of organizational commitment among Nepalese private bank employees.

scholarly journals Adjusting Bank Recruitment to the Specifics of the Millennial Generation as Conditions of Attractiveness Decline for Employment in the Banking Sector

e-Finanse ◽  
2019 ◽  
Vol 15 (4) ◽  
pp. 73-82
Author(s):  
Volodymyr Momot ◽  
Olena Lytvynenko
Keyword(s):  
Financial Institutions ◽  
Millennial Generation ◽  
Commercial Banks ◽  
Banking Sector ◽  
Reliable System ◽  
Young Audiences ◽  
Modern Business ◽  
Image Improvement ◽  
Bank Employees ◽  
Image Problems

AbstractThe article discusses the problems of commercial banks related to the deterioration of their image as employers, especially in eyes of the millennial generation, which soon will become the most attractive category for employment in modern business. The main criteria that guide the millennial generation when choosing a future job are identified. A detailed analysis of the strengths and weaknesses of banks as employers has been carried out, and advice for image improvement has been formulated, aimed at the young audiences of potential bank employees. It was proven that banks should build not only an effective PR campaign to create a powerful image of a reliable employer, but at the same time they should establish a reliable system to counteract unfair competition, ultimately aimed at destabilizing financial institutions, which are most sensitive to image problems.

scholarly journals Understanding the effect of Job stress and Internal LOC with mediating role of Employee Commitment, Organizational Commitment and Job Satisfaction

2013 ◽  
Vol 3 (3) ◽  
pp. 392
Author(s):  
Saadia Khan ◽  
Muhammad Rizwan ◽  
Huma Nayab ◽  
Sidra Abbasi ◽  
Sidra-tu-Shifa Khakwani ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Employee Commitment ◽  
Professional Staff ◽  
Personality Factors ◽  
High Performing ◽  
Mediating Role

Purpose – The challenge of attracting and retaining high performing employees is significant. Research in general has shown a link between Job stress, Job Satisfaction, Employee Commitment, Organizational commitment and personality factors (Internal LOC). This study aims to focus on examining the relationship between these variable with turnover intention.Design/methodology/approach – The sample comprised 180 professional staff across different organizations (Education sectors, Banking sector and Health sectors) of Punjab province of Pakistan. Following data collection, self-administered Questionnaire, using previous scale, is applied to conduct data analysis for Turnover Intention of employees.Findings – Results using regression analysis showed that, there is inverse relationship between job stress and turnover intention through mediating variables that are, job satisfaction, employee commitment, organization commitment. However, contrary to our predictions, test results indicated positive relation between Locus of control and Turnover Intention.

scholarly journals The Relationship of Human Resource Practices (HRP) Constructs With Turnover Intention Among Employees in Sarawak, Malaysia

2021 ◽  
Vol 12 (1) ◽  
pp. 43
Author(s):  
Mark Kasa ◽  
Choi-Meng Leong ◽  
Joseph Pudun ◽  
Sheena Poh ◽  
Nursyafiqah Ramli
Keyword(s):  
Human Resource ◽  
Turnover Intention ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Service Industry ◽  
Service Industries ◽  
High Rate ◽  
Human Resource Practices ◽  
Bank Employees ◽  
Business Entities

Competition within the service industry is getting more intense due to privatisation and rising number of business entities creating toward competitiveness in the market. The banking sector is known as one of the service industries with a high rate of turnover in Malaysia. Some of the reason employees choose to leave an organisation are such as arduous and strenuous job environment as well as demanding workloads. When more and more employees leave the organization, it will cause unfavourable impacts on a bank’s performance and productivity. Previous literatures have revealed the relatedness of human resource practices (HRP) with turnover intention (TI). 283 questionnaires have been distributed to bank employees in Kuching, Malaysia. The collected data was analysed in the aspects of correlation and regression where the results show that HRP are negatively related to employee’s turnover intention. Results from the research demonstrated the importance for bank employers to further enhance its existing HRP to minimize employees' turnover intentions. Furthermore, implications as well as recommendation for future study are also provided by this research. This study extends the knowledge of the effectiveness of human resource practices by incorporating the various effects of human resources practices on turnover intention from the employee perspective. This study also recommended few strategies for enhancement of present HRP to lower bank employees’ intention to quit the job.

scholarly journals The Effect of Job Stress on Turnover Intention through Job Satisfaction of Government Commercial Bank Employees

2020 ◽  
Author(s):  
Sopiah . ◽  
Etta Mamang Sangadji
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Descriptive Analysis ◽  
Staff Turnover ◽  
Turnover Rates ◽  
Multi Stage ◽  
Analysis Technique ◽  
Study Population ◽  
Bank Employees

The purpose of this study is to explain the effect of job stress and job satisfaction on staff turnover rates. The study population was drawn from employees of government commercial banks in East Java, Indonesia. With multi-stage sampling techniques, a research sample of 600 people was obtained. The analysis technique uses descriptive analysis and path analysis. The findings of the study prove that job stress has a positive and significant effect directly or indirectly on job satisfaction. keywords: Job stress, job satisfaction, turnover intention

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