Factors Affecting Employees Turnover Intentions in Khyber Pukhthunkhwa-Pakistan (A Case Study of Habib Banks Limited, Peshawar Region)

摘要

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 R 2 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.