Determinants Of Turnover In Terms Of Intention To Leave The Case Of Nib International Bank S.c

The aim to conduct this thesis was due to the increase rate of employees’ turnover in private banks in the country. The objective of the study is to investigate Determinants of Turnover In Terms Of Intention to Leave in the Case of Nib International Bank S.C. In order to achieve this objective, the study employed both primary and secondary data sources. The primary data were collected by using questionnaires which were distributed among sample size of 318 out of 2240 staff working in eight selected branches and head quarter. The sample of study and data was analyzed by “Statistical Package for Social Science” (SPSS Window) Version 20.0. The tests involved are ANOVA, Pearson Correlation Coefficient and Multiple Regression. Using cronbach’s alpha coefficient, reliability was calculated to be 0.93. The validity was specified by calculating content validity and internal validity. Sample size was also determined all employees of randomly selected branches and was calculated by Yamane Taro (1967) formula. The data were analyzed and the findings indicate that, managerial controllable factors such as salary & benefit, poor supervisor support, lack of promotion and recognition, have negative impact on employee satisfaction and commitment also these results contribute in employee turnover in private sector banks. The general implication drawn from the findings is that, there is no formal retention strategy at the bank. This calls for the new initiative by the bank to come up with good retention strategy and redesign HRM policies that will achieve positive behavioral, performance and financial outcomes

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