Abstract
This study aims to examine the impact of career planning and career satisfaction on employees’ turnover intention and the mediating role of career satisfaction from the perspective of banks employees’ in the Jordanian capital Amman. The survey questionnaire was gathered from 412 employees located in 25 banks in the Jordanian capital Amman. The study used the software SmartPLS (version 3.2.8) to test the study hypotheses. The findings indicate that career planning and career satisfaction negatively impact employees’ turnover intention, and career satisfaction partially mediated the relationship between career planning and employees’ turnover intention. Additionally, this study aims to evaluate previous items that were developed by Gould (1979) to measure career planning, using focus group interview for six managers of the human resource department in the Jordanian banks' sector. According to the results of the interview, some items were reformulated and three new items were created. Future studies may include expansion of this model by adding variables related to organizational behaviours such as individual career management or career adaptation.
Highlights
Under the great changes of the banking environment, the human factor is the most important factor in bringing about change and continuity, which is per se a competitive advantage through the ability of this factor to create creativity and innovation (Hafeez & Akbar, 2015)
According to social exchange theory (Blau, 1964), this study suggests that career satisfaction for employees should mediate the expected negative relationship between career planning and employees’ turnover intention
This study aims to examine the impact of career planning and career satisfaction on employees’ turnover intention at the Jordanian banks' sector
Summary
Under the great changes of the banking environment, the human factor is the most important factor in bringing about change and continuity, which is per se a competitive advantage through the ability of this factor to create creativity and innovation (Hafeez & Akbar, 2015). The model of Peterson focuses on the internal factors over which the organization and the human resource department have large control it's, in influencing the employees’ intention to leave or remain at work. This study contributes to the development of a model of Peterson (2004) by suggestion career planning and career satisfaction as internal factors. These factors are managed by the organization and the human resource department has large control of these factors
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