Employee Turnover Intention in Bangladesh

Abstract

In this era of highly volatile business environment organizations are
continuously exposed by the mentality of disengaged employees. They are more
prone to switch to make progress in their career instead of focusing on fundamental
prospects of the organization. It clearly articulates the shifting of the paradigm
from simple to complex management of human resources in terms of turnover and
retention of employees. There are countless factors responsible for employee
turnover intention. This paper urges to explore the factors associated with employee
turnover intention in Bangladesh. To conduct this research 145 purposive sample
was selected from telecommunication and banking industries. A detailed structured
inventory was used to collect primary information which was scored according to
the liker-scale. To test the hypothesis a simple correlation matrix was used. This
research identified that work load, relationship to peers, employee rewards, status,
contribution and career opportunity is more associated with employee turnover
intention. To find out the effect of dependent variable (employee turnover intention)
a simple regression was also administered which justified the hypothesis a bit
further. This paper expects to stimulate advanced researches on human resource
management in Bangladesh.