Work life Balance and Turnover Intention: The' Mediating Role's of Organizational Commitment and Job Satisfaction A Case Study in Hibret Bank S.C
| dc.contributor.advisor | Zelalem Gebretsadik (PhD) | |
| dc.contributor.author | Abdurehman Siraj Mohammed | |
| dc.date.accessioned | 2024-03-20T08:51:52Z | |
| dc.date.available | 2024-03-20T08:51:52Z | |
| dc.date.issued | 2023-06-02 | |
| dc.description.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. | |
| dc.identifier.uri | https://etd.aau.edu.et/handle/123456789/2553 | |
| dc.language.iso | en | |
| dc.publisher | A.A.U. | |
| dc.title | Work life Balance and Turnover Intention: The' Mediating Role's of Organizational Commitment and Job Satisfaction A Case Study in Hibret Bank S.C | |
| dc.type | Thesis |