Determinants of professional employee turnover intention the case of nib international bank s.c
| dc.contributor.advisor | Bekalu, Wubshet (PhD) | |
| dc.contributor.author | Eshetu, Surafel | |
| dc.date.accessioned | 2018-10-18T08:29:31Z | |
| dc.date.accessioned | 2023-11-04T13:52:18Z | |
| dc.date.available | 2018-10-18T08:29:31Z | |
| dc.date.available | 2023-11-04T13:52:18Z | |
| dc.date.issued | 2017-06-05 | |
| dc.description.abstract | A large degree of employee turnover may be detrimental to both the organization as well as the employees. Most often, turnover intention is consequential to actual quitting behavior. Hence, it is imperative to understand the determinants of turnover intention so as to arrest the outflow of key personnel and retain competitive edge (Jha, Shweta. 2009).The main objective of the study is to identify the root causes of professional employee turnover intention. It specifically finds out the main factors for turnover intention of employee, the level of turnover intention and the challenges associated with it. In order to achieve these objectives the researcher used descriptive and explanatory research method using stratified sampling to collect data from Head office and Addis Ababa city branches of Nib Bank. To select the sample that is representative 22 branches are selected randomly and questionnaires are distributed to 299 employees from the professional positions which 270 are fully returned. Data from employee were collected on several variables that affect turnover intention including demographic characteristics, job satisfaction, organization and work environment, career growth opportunity and nature of job using questionnaires which composed of close ended questions and data from HR manager and officials were gathered through interview which makes the research( both qualitative and quantitative).The data gathered through questionnaire were analyzed by using a software package called SPSS version 20. The tests involved are one sample t-test, Anova, Pearson Correlation Coefficient and Regression. The researcher has found out that salary and job satisfaction are the major factors for high turnover intention in Nib bank. Therefore, the researcher highly recommends that the higher management should give special attention to voluntary turnover, make a necessary salary adjustment, develop an effective career path and create good work environment. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/12848 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Professional employee | en_US |
| dc.subject | turnover intention | en_US |
| dc.title | Determinants of professional employee turnover intention the case of nib international bank s.c | en_US |
| dc.type | Thesis | en_US |