Evaluating the Relationship Between Organisational Culture, Job Satisfaction and Intention to Leave of Commercial Bank Employees in Malaysia
Commercial banks are the largest fund providers in Malaysia's banking industry. Despite being a major player, maintaining an effective workforce is a challenge for commercial banking, especially when facing substantial changes. To understand employee behavioural patterns toward bank performan...
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| Format: | Thesis |
| Language: | English English |
| Published: |
2022
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| Online Access: | http://ur.aeu.edu.my/1021/2/Jayasauveriama%20AP%20Juyapragason%20-%20Final%20Thesis-1-24.pdf http://ur.aeu.edu.my/1021/5/Jayasauveriama%20AP%20Juyapragason%20-%20Final%20Thesis.pdf http://ur.aeu.edu.my/1021/ https://online.fliphtml5.com/sppgg/giiz/?1670301244247 |
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| Summary: | Commercial banks are the largest fund providers in Malaysia's banking industry. Despite being a major player, maintaining an effective workforce is a challenge for
commercial banking, especially when facing substantial changes. To understand employee behavioural patterns toward bank performance, the subject of intention to leave is not adequately explored in Malaysian commercial banking and has received little academic attention. Given the industry's demand, a comprehensive and extended framework is still absent, which justifies this thesis's objective. With the
Theory of Planned Behaviour (TPB) as a baseline, the conceptual framework was extended with four dimensions of job satisfaction, i.e., satisfaction with co-workers
relationship, satisfaction with compensation, satisfaction with supervision, and satisfaction with working condition. These dimensions, along with organisational culture, acted as a mediator in determining employee intentions to leave commercial banking. A total of 401 responses were gathered from Malaysian commercial bank employees via a questionnaire, using proportional stratified sampling and the drop-off and pick-up (DOPU) method. The findings of the Partial Least Squares-Structural Equation Modelling (PLS-SEM) indicated that 9 of the 13 hypotheses tested are supported. The model explains 23 percent of the satisfaction with co-workers relationship, 32 percent of the satisfaction with compensation, 32 percent of the satisfaction with supervision, 24 percent of the satisfaction with working condition, and 39 percent of the intention to leave. The study has established a direct relationship with organisational culture towards satisfaction with co-workers
relationship, satisfaction with compensation, satisfaction with supervision, and satisfaction with working condition. Besides, there was a direct relationship with satisfaction with co-workers relationships and satisfaction with compensation for the intention to leave. The study has also confirmed that satisfaction with co-workers relationship and satisfaction with compensation have a mediating effect on
organisational culture. Academically, the extended framework contributes to the human resources and commercial banking literature in the Malaysian context. These novel findings provide an understanding of employees' intention to leave and guidance to senior leaders, managers, and human resources in improving their existing practises to persuade a favourable behavioural response of the employees towards commercial banking. |
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