Work life Balance and Turnover Intention: The' Mediating Role's of Organizational Commitment and Job Satisfaction A Case Study in Hibret Bank S.C
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Date
2023-06-02
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A.A.U.
Abstract
The objective of the study was to investigate the correlation between Work -life Balance and
Turnover Intention within the context of Hibret Bank S.c., emphasizing the mediating elements
of Organizational Commitment and Job Satisfaction.
The findings of the study indicate that job satisfaction has a negative impact on turnover intention,
implying that individuals who report higher levels of job satisfaction are less likely to have the
intention to leave their current job. This emphasizes the importance of fostering job satisfaction as
a strategy to reduce turnover and retain valuable employees within the organization.
Furthermore, the analysis reveals a marginally significant examining the impact of work-life
balance on turnover intention, indicating a plausible connection between these variables, although
it falls just short of reaching conventional levels of statistical significance. This indicates that
work-life balance may have a slight influence on turnover intention, highlighting the need for
further investigation in future studies. The R-squared value, which measures the extent to which
the model explains the observed variability in turnover intention, indicates that the variables
considered in the analysis explain only a small proportion of the variation. This suggests that there
are likely other unaccounted factors contributing to turnover intention, emphasizing the
complexity of this phenomenon. Future research should explore additional variables or factors that
may play a more substantial role in explaining the variations observed in turnover intention.
Overall, this analysis provides valuable insights into the factors influencing turnover intention.
The results demonstrate the significant impact of variables such as gender, job satisfaction, and
organizational commitment on turnover intention, while variables such as age, education, and
position do not appear to have a substantial influence. These findings contribute to our
understanding of the dynamics of turnover intention and can inform organizational strategies
aimed at reducing turnover and enhancing employee retention.