Unraveling the Dynamics of Employee Turnover Intention: Evidence From Bank of Abyssinia
No Thumbnail Available
Date
2024-05-17
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
A.A.U
Abstract
Employee turnover intention has been a persistent challenge for organizations and scholars, significantly impacting workplace dynamics, operational costs, and overall organizational performance. This study investigates the determinants of employee turnover intentions within the banking sector, focusing on the effects of cognitive flexibility, organizational justice, work-family conflict, job characteristics, and burnout. The research aims to provide insights into how these variables influence employees' decisions to leave their current positions. Cognitive flexibility, defined as the ability to adapt thinking and behavior in response to changing circumstances, is examined for its impact on turnover intention. Organizational justice, encompassing distributive, procedural, and interactional justice, is assessed for its role in shaping employees' perceptions of fairness and their subsequent retention. The study also explores work-family conflict, which arises from incompatible demands between work and family roles, and its association with increased turnover intentions. Job characteristics, particularly task variety, autonomy, and feedback, are analyzed to understand their influence on employee retention. Additionally, the study considers burnout, characterized by emotional exhaustion and reduced personal accomplishment, as a significant predictor of turnover intention. Data were collected from employees of the Bank of Abyssinia in Ethiopia, a context with unique geographical, political, and socio-cultural characteristics. The study employs a quantitative approach, utilizing surveys to gather information on the five key variables and their relationship with turnover intention. Findings from this research highlight that cognitive flexibility, organizational justice, work-family conflict, job characteristics, and burnout significantly influence turnover intentions. These insights offer valuable implications for human resource management practices, suggesting that organizations should develop strategies to enhance cognitive flexibility, ensure fair treatment, balance work and family demands, design meaningful job roles, and mitigate burnout to reduce turnover rates. This study contributes to the existing body of knowledge on employee turnover by filling gaps in previous research, particularly within the Ethiopian banking sector. The results are expected to aid managers and HR professionals in designing effective retention strategies, thereby improving employee satisfaction and reducing turnover intentions.