Browsing by Author "Ayalew, Zerihun"

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    The Impact of Job Satisfaction on Employee Turnover Intention: A Case of Bunna International Bank S.C
    (Addis Ababa University, 2015-06) Ayalew, Zerihun; Bashu, Nakachew (PhD)
    This study, which was conducted at Bunna International Bank S.C, had two-fold objectives. Firstly, to investigate the direct relationship between job satisfaction and employee turnover intention. The second part of the objective examined the relationship between perceived available employment opportunity and turnover intention. Besides, the study attempts to determine the differences in the turnover intention based on demographic variables (age and tenure). The study also hypothesized that there are significant differences in the turnover intention of the clerical employees in Bunna International Bank S.C at different age and length of service; and there is a dominant factor influencing turnover intention among skilled personnel in the organisation. A survey instrument was used to obtain data from a research sample containing 103 clerical employees and additionally secondary data was retrieved from formal sources. Using SPSS version 20, ANOVA, correlation and regression tests were performed to arrive at the findings. The research yielded evidence for a significant negative cause-effect relationship between job satisfaction and employee turnover intention, indicating that on average, employees who are dissatisfied reported having intentions to leave the organization. Working condition demonstrates the strongest relationship. However, the result shows neither age groups nor length of service groups have significant difference with turnover intention. A significantly moderating positive relationship between perceived available employment opportunity and employee turnover intention was identified, since the survey results show interestingly, that employees who are satisfied and have high perceptions of available job alternatives will still have higher intentions to quit their job in comparison with satisfied employees who have low perceptions of available job alternatives. Based on the findings a number of management recommendations and directions for future research are provided