Employees' Job Engagement and Turnover Intentions in Nepalese Private Commercial Banks-An Empirical Evidence

Biswakarma, Gangaram

doi:10.5958/2249-7307.2015.00194.2

Cited by 13 publications

(12 citation statements)

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“…However, as job fit is much more personal, supervisors play a role in this relationship. The findings of the works of Biswakarma (2015); Gubman (2004); Gupta and Gomathi (2022); Saks (2006) show conformity to the findings of this study which is employee engagement and turnover intention ordinarily have a reverse association in their relation to each other. This has been proved as hypothesis-5 is supported by the correlation value of -.261 and the p-value of .001 in the regression analysis.…”

Section: Discussionsupporting

confidence: 87%

Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support

Hossain,

Khatun,

Shanjabin

2024

Annals of Human Resource Management Research

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Purpose: This study aimed to examine the impact of two fit concepts, namely, person-job fit (P-J) and person-organization fit (P-O), on employee engagement while taking supervisor support as the moderating variable. Research Methodology: The relationships among constructs were analyzed using correlation, and the study hypotheses were tested using regression. All employees of different mobile telecommunication companies in Bangladesh comprised the study population. The sample size was 100, which was taken using the judgmental sampling technique. Primary data were collected from a field-level survey using a structured questionnaire. Results: The results revealed a positive association between employee engagement and person-job fit, while person-organization fit had a similar association with engagement. The impact of these variables on employee engagement ultimately affects turnover intentions. This study also revealed that the association between person-organization fit and employee engagement is positively moderated by supervisor support. Limitations: The study used a common non-probability sampling technique and a small sample size, which is a limitation. Contribution: The insights will help managers to ensure a match between the job and organizational requirements and those of employees. The study will also inspire future research to connect Field Theory and social exchange theory (SET) with different concepts in different country and industry contexts. Novelty: For the first time in the relevant field, the study simultaneously connected field theory and SET theory with P-J and P-O fit with employee engagement.

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Section: Discussionsupporting

confidence: 87%

Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support

Hossain,

Khatun,

Shanjabin

2024

Annals of Human Resource Management Research

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“…Currently, an employee's career is not pegged to one organization as career switching, and job mobility are now common. Employees need to strike a balance between their need for career progression and their attitudes toward the organization (Biswakarma, 2016;Rousseau, 1998). Weng et al (2010) allude that an employee's career development is a combination of both his/her efforts and the readiness of the institution and its ability to remunerate such effort.…”

Section: Career Development Managementmentioning

confidence: 99%

“…Provision of training and development opportunities hence becomes imperative for employee job performance. Biswakarma's (2016) study on Nepalese private commercial banks established the rate of promotion and remuneration progress as factors that impact employee turnover intentions. He further concludes that organizations ought to enhance the rate of promotion and remuneration progress of their employees for effectiveness and productivity.…”

Section: Career Development Managementmentioning

confidence: 99%

The Role of Career Development Management on Health Sector Service Delivery in Devolved Units in the Western Kenya Region

Nyongesa¹,

Onyango²,

Museve³

2022

ijird

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The reformation of the healthcare system in Kenya is anchored on the objectives of Articles 10, and 232 of the Constitution of Kenya promulgated on 27th August, 2010. However, these reforms have not achieved the envisioned results due to the transfer of functions to counties before building capacity at the county level to enable them to undertake the devolved functions effectively and efficiently, especially in the health sector despite the major policy, system, and infrastructural changes to 'fix' the health system to increase access, improve service delivery, reduce costs and increase accountability and improve responsiveness. The health sector in the county governments is still facing a myriad of challenges like delayed or lack of promotion, a severe shortage of staff in essential cadres, workers' strikes, and diminishing productivity among health workers. There is evidence of failure to provide sustainable access to quality and affordable healthcare occasioned by frequent strikes by HRH. Their major grievances have been lack of promotion and poor remuneration among cadres disrupting the only health system accessible to the poor majority. This informs the study's objective of assessing the influence of career development management on the health sector service delivery in devolved healthcare units in western Kenya. The study was anchored on Hertzberg's two-factor theory and agency theory. The study targeted a population of 3,547, and a sample size of 367 (201 HRH and 166 inpatients) was obtained based on the sample size determination table proposed by Krejcie and Morgan (1970) and Proportional allocation. Simple random sampling was used to obtain sample sizes for each stratum. Multi-stage, purposive and simple random sampling procedures were used to get the health facilities to participate in the study. Stratified cluster sampling, purposive and simple random sampling were used to include pre-described sample targets. Structured questionnaires were used to obtain data from the human resources for health and inpatients, whereas interview schedules were used to collect data from the in-charge of cadres. An explanatory research design was used. Data were analysed using descriptive and inferential statistics, which included correlational and Simple Linear Regression Analysis on SPSS (version 23). The results of the regression coefficient indicated that b= 0.108, t =0.966, p=0.000<0.05. It showed that career development management significantly influenced service delivery in the health sector in the devolved units. The study recommends that promotion decisions should be based on employee performance to encourage fairness. Adequate training opportunities be provided to all employees to prepare them to do their job efficiently. It proposes policies and frameworks for the welfare of health care workers and improves service delivery to the citizens of these counties. County governments should have a clear succession plan so that healthcare providers can align their productivity to their career goals and aspirations.

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“…The Muslim teachers could have felt alienated and thus discriminated against based on religious grounds. According to Narehan, et al;(2015), high turnover intentions among employees may be attributed to the lack of opportunity for the teachers to practice their religious beliefs. This is because most of the schools were Christian founded and certainly never paid attention to the belief requirements of Islam as a religion.…”

Section: Religious Affiliation and Turnover Intentionsmentioning

confidence: 99%

Demographic Factors as Antecedents Towards Turnover Intentions Among Secondary School Teachers in Mbarara District

2019

JEP

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The study examined demographic factors as antecedents towards turnover intentions for secondary school teachers in Mbarara District. The study was conducted by collecting quantitative data from over 600 teachers in 64 secondary schools in Mbarara District. The data collected were analysed for variation of turnover intentions with demographic factors including age, gender, work experience, religious affiliation and teacher qualifications. Kruskal Wallis and t-tests were conducted to examine turnover intention scores with the demographic factors of teachers. Study results showed that demographic factors are actually antecedents of turnover intentions among secondary school teachers in Mbarara District. It is thus suggested that schools should plan to accommodate the different demographic factors of their staff to minimize turnover intentions among teachers. Additionally, schools should constructively manage professional growth and development of teachers without increasing turnover. Increasing job responsibility for teachers who attain better qualifications and performance-based incentives can equally reduce attrition and turnover intentions among secondary school teachers.

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Employees' Job Engagement and Turnover Intentions in Nepalese Private Commercial Banks-An Empirical Evidence

Cited by 13 publications

References 0 publications

Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support

Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support

The Role of Career Development Management on Health Sector Service Delivery in Devolved Units in the Western Kenya Region

Demographic Factors as Antecedents Towards Turnover Intentions Among Secondary School Teachers in Mbarara District

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