Examining the Relationship between Job Satisfaction, Employee Engagement, and Turnover Intentions: Insights for HR Strategy

Abstract

This study examines the association between job satisfaction, employee engagement, and turnover intentions within commercial banks in South Sudan. A sample of 234 respondents was collected from various commercial banks, utilizing a covariance-based structural equation modeling (SEM) approach. The study employed a 5-point Likert scale to measure job satisfaction, employee engagement, and turnover intentions. Findings revealed significant direct effects of job satisfaction on both employee engagement (β = 3.326, p < 0.05) and turnover intentions (β = -2.123, p < 0.05), indicating that higher levels of job satisfaction were associated with increased engagement and decreased turnover intentions. Additionally, employee engagement demonstrated a significant negative impact on turnover intentions (β = -1.332, p < 0.05), supporting the notion that engaged employees are less likely to consider leaving their jobs. Furthermore, indirect effects analysis indicated that job satisfaction negatively influenced turnover intentions through its positive association with employee engagement, suggesting a mediating effect. The model fit indices indicated an overall acceptable fit of the SEM to the data. These findings emphasize the need for supporting job satisfaction and employee engagement to mitigate turnover intentions within commercial banks, thereby offering valuable insights for human resource management strategies in the South Sudanese banking sector.