The impact of training on turnover intention through job satisfaction moderated by job alternatives among bank employees in Nigeria
Turnover intention is an employee’s consideration, desire, or wish to leave an organization. The intention of any employee to discontinue his service with an organization is an important issue which deserves a considerable attention due to the cost and effect on the organizations. Findings from past...
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| Format: | Thesis |
| Language: | English |
| Published: |
2018
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| Online Access: | http://eprints.utm.my/id/eprint/80873/1/AliyuIsahChikajiPAHIBS2018.pdf http://eprints.utm.my/id/eprint/80873/ http://dms.library.utm.my:8080/vital/access/manager/Repository/vital:122360 |
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| Summary: | Turnover intention is an employee’s consideration, desire, or wish to leave an organization. The intention of any employee to discontinue his service with an organization is an important issue which deserves a considerable attention due to the cost and effect on the organizations. Findings from past studies have however, shown contradictory results regarding to the extent to which training directly influences turnover intention. The purpose of this study therefore, is to determine the role of job satisfaction, as the mediating variable between training and turnover intention, and role of job alternatives as a moderating variable between job satisfaction and turnover intention. Data was collected via questionnaire from 385 employees of the top 3 banks in Nigeria using multistage sampling technique. Data analysis was conducted using SPSS and SmartPLS. Results indicated that job satisfaction is best represented through a second-order construct comprising of intrinsic and extrinsic dimensions. The findings also revealed that training directly influenced job satisfaction; while intrinsic job satisfaction was indicated as having mediating effects on the relationship between training and turnover intention. Furthermore, the study established that job alternatives moderated the influence of extrinsic job satisfaction on turnover intentions. The practical implication of the study is that human resource managers should communicate their training goals clearly to the employees as a concrete step toward reducing turnover intention. Future studies are recommended to extend the study to all banks and other sectors in Nigeria. |
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