A Quantitative Study on Push, Pull and Personal Factors Affecting Employees’ Turnover Intentions: A Case of Nationalized Commercial Banks (NCBs) in Bangladesh

摘要

‘Employee turnover’ as a term is widely discussed subject matter in business sphere. Organizations nowadays spend a lot of money to retain their valuable employees. But still employees leave their organizations and join new ones. There are various reasons for which employees leave their jobs. The purpose of this paper is to explore the relationship among the factors and their contributions in turnover intentions of employees of NCBs in Bangladesh. A 5 point Likert scale format questionnaire was used to collect primary data. A total of 175 questionnaires were distributed to the employees of NCBs, of which 152 were found flawless to yield a response rate of almost 87%. A pilot study was conducted to test the questionnaire. The questionnaire had a Cronbach alpha coefficient of α = 0.936 suggesting that the instrument was reliable. Different factors i.e. personal, pull and push factors were considered as independent variables whereas the dependent variable was employees’ turnover intentions. There were number of facets for every independent variable. Pearson Correlation was used to find out the relationship between dependent and independent variables. On the other hand, Regression tests were applied to determine the contribution of each independent variable in employees’ turnover intentions. The results show that there is strong statistical positive correlation between dependent and independent variables. Besides this, all the factors have significant contributions in employees’ turnover intentions. However, the most significant factor is the push factors (30.1% contributions) due to which employees intend to quit a job. Finally it is recommended that NCBs can give more emphasis on the push factors followed by pull factors and lastly personal factors to retain their valuable employees.