Determinants Of Turnover Intention In The Case Of Development Bank Of Ethiopia
| dc.contributor.advisor | Meskerem, Mitiku (Phd) | |
| dc.contributor.author | Misrak, Seyoum | |
| dc.date.accessioned | 2020-10-14T08:39:20Z | |
| dc.date.accessioned | 2023-11-04T09:37:06Z | |
| dc.date.available | 2020-10-14T08:39:20Z | |
| dc.date.available | 2023-11-04T09:37:06Z | |
| dc.date.issued | 2020-06 | |
| dc.description | A Thesis Submitted To Graduate Studies Of Addis Ababa University, College Of Business And Economics In Partial Fulfillment Of The Requirements For The Degree Of Master Of Mba In Financial Service | en_US |
| dc.description.abstract | The study implemented Explanatory research design to identify and evaluate the determinant of turn over intention. Both mixed research approaches were used to collect data through the utilization of a questionnaire and interviews respectively. The respondents were randomly selected from Head office of Development Bank of Ethiopia and branches held at Addis Ababa. A total of 173 respondents have participated in the study. To generate the output of the study results the statistical software version 26.0 was used. The variables used in the study were Job Engagement, Organizational Commitment, Employees perception of commitment, Job satisfaction; person organization fit and job stress. The collected data were analyzed by using descriptive statistics analysis and logistic regression analysis. Based on the result of analysis the researcher concludes that Job Engagement, Organizational Commitment, Employees perception of commitment has a significant and negative effect on intention to leave. Whereas, job satisfaction, person organization fit and job stress were insignificant negative and positive effect on the employees’ intention to leave. The study recommended that the Bank should proactively work towards increase Job Engagement, Organizational Commitment, Employees perception of commitment by put in place the current Bank practices into the HR policy and implement accordingly. To reduce intention to leave, the bank shall have employees maintaining strategies and should have a culture of periodic assessment in respect of their employee desire and accordingly making revision of HR policy. Also there should be a constant communication between top management and all employees of the Bank to understand employees’ perception and to maintain committed employees and to achieve the strategic goal of the Bank. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/22735 | |
| dc.language.iso | en | en_US |
| dc.publisher | A.A.U | en_US |
| dc.subject | Development Bank of Ethiopia, | en_US |
| dc.subject | Intention to leave | en_US |
| dc.title | Determinants Of Turnover Intention In The Case Of Development Bank Of Ethiopia | en_US |
| dc.type | Thesis | en_US |