Abstract
The study was conducted in Peshawar region since 2018 and the major objective of the study was to see four different factors relation with the employees turnover intentions in Habib Bank Limitted Peshawar Region Pakistan. The total branches of Habib Bank Limited was 48 while only 14 branches on the basis of more employees were selected for the study. The total employees number in 14 branches was 215 while only 158 respondents were contacted for data collection because some respondents were not ready for filling the questionnaire. Descriptive statistics and regression analysis was used for data analysis. The constant value was 2.54 and was highly significant at .05 confidence level. Similarly the working environment coefficient was -.226 and was highly significant at .05 confidence level. Which shows that if the working environment increase one unit then 0.226 unit negative change will be occurred in the turnover intention of the employments of the HBL. The coefficient of Job Stress was 0.322 and was highly significant at .05 confidence level. It indicates that when one unit increase will be occurred in job stress then 0.322 unit change will be occurred in turnover intention of the HBL employees in the study area. The career growth coefficient was -.032 and was found non significant at .05 confidence level. The result shows that if one unit change will be occurred in career growth of HBL employees then 0.032 unit negative change will be occurred in the HBL Employee turnover intention. The compensation coefficient was -.123 and was significant at .05 confidence level. The result indicates that if one unit change will be occurred in compensation then .123 unit negative change will be occurred in the turnover intention of the employee of HBL. The F value of the model was 45.566 and the model was over all significant. The R2 value was 0.544 which shows how much the independent variables explain the model. On the basis of problems, following recommendations were suggested for its improvement:- Stressful environment for employees should be avoided and good working environment should be provided to the employees in the banks. Job stress should be reduced inside the bank. Chances for career growth should be facilitated to the HBL employees and compensation plan should be arranged for employee of the bank for reduction of turnover intention in the HBLPeshawar region. it is recommended for the future research worker to spread this study in other big cities of Pakistan to further clear the situation; Future research was also recommended to include other factors that might affect the turnover of the banking employees and in the long run which will improve also the outcome of the HBL. Key words : Factors , Affecting Employees Turnover Intentions, Habib Bank Limited, Peshawar Region Khyber Pukhthunkhwa DOI: 10.7176/JESD/11-11-02 Publication date: June 30th 2020
Highlights
Habib Bank Limited was established originally in 1941 when Mohammad Ali Jinnah requested to the administration of subcontinent to shift this bank operations into Pakistan, they shifted in 1947 and HBL became first commercial bank of the country
This study concluded that different variables as factors that may influence turnover intention of the sampled employees
These variables include work environment, job stress, career growth opportunities and compensations. All these factors are examined in this study to find out their impact on employee’s turnover intention
Summary
Habib Bank Limited was established originally in 1941 when Mohammad Ali Jinnah requested to the administration of subcontinent to shift this bank operations into Pakistan, they shifted in 1947 and HBL became first commercial bank of the country. The Privatization Commission of Pakistan announced in 2003 that 51% shares of HBL were transferred to Agha Khan Fund for Economic Development (AKFED) and invested 389 million US dollars After such a huge investment, the management control was handed over to the AKFED in 2004. The people working in banking and some time quit from the job and joined other industry or banks in the country and Turnover intention have been started in the banks employee. The desired turnover might be caused due to the inability of the employees and the undesirable turnover is a kind of turnover which is mainly caused due to inabilities from organization side like poor support, lack of supervision and role conflict etc. All these types of turnover affect the effectiveness of an organization, quality of product as well as customer service
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