12 Article Review

The effect of job satisfaction on employees’ turnover intention Siinqee Bank
Jimma district
1.1 Summary
In today’s extremely competitive world of business and the developing rise of Industrial
human resource management is very significant and prized. This is for the reason that human
resource is the key in supporting, emerging and varying the values of an organization. High
employee turnover leads to poor quality of service, loss of customers, over burdening of
remaining employees, wastage of budget, which will induct with organizational collapse and
crisis. The supposed problem that initiated the idea of this study was the opinion of a
constant threats that Siinqee Bank S.C Jimma district could lose valuable employees due to
low job satisfaction and consequently turnover as the annual report shows. In order to curb
increasing rate of employees’ turnover, factors contributing to it should be properly
addressed.
1.2 Statement of the problem

High employee turnover have significant effect on employee’s performance which in turn
will have conspicuous effect on organizational progress and development. Currently, this
problem has become the main problem of the bank. The staff of the Bank is required
standardized payment and benefit, recognitions, and also job based supervisory support and
sustainable working conditions from their respective bank. But the feeling of the employees
of the bank indicates that as there is no employee treating in the bank. Due to that; during the
past four years, 84 employees from the current number of employees’ have quit the bank.
Overall, many of the previous study were focused on only clerical/line staffs of the
organizations but in this study the researcher will carry out the study based on both the line
and service staffs of the bank.
1.3 Objectives of the study
The main objective of this study is to investigate the effect of job satisfaction on employee
turnover intention in Siinqee Bank S.C Jimma district.
More specifically the study will achieve the following objectives:
1. To examine how workers' intentions to leave Siinqee Bank Jimma District are affected by job
satisfaction with regard to pay and benefits.
2. To determine the effects of opportunities for recognition on employees' intention to leave the Bank.
3. To identify the effect of working condition on employees turnover intention at Siinqee Bank
4. To identify the effect of supervisory support on employees’ turnover intention at Siinqee
Bank.
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2. Literature Review
2.1 Measuring Turnover
Turnover rate is measured as a percentage. It's computed by dividing the number of employees
who depart in a given year (or another time period) by the average number of employees at the
company during that time. In the United Kingdom, the Chartered Institute of Personnel and
Development (CIPD) established a simple and widely used method of evaluating employee
turnover. According to the CIPD (2007), the method is to calculate the number of leavers in a
given period as a proportion of the number of people employed in the same period, usually on a
quarterly or annual basis.
Pay and benefits are one of the most important aspects of job satisfaction since it has a
significant impact on job satisfaction. Employees seeking more salary to ensure their future and
life happiness are driven by the growing needs of people with high living costs.
The development of a worker upward in the hierarchy of the association, commonly that prompts
upgrade of obligation and rank and an enhanced pay bundle is recognition.
Recognition is a kind of encouragement tool that using to reward the employees for meeting
organizational goal hence it delivers as a mean of integrating organizational goals and personal
goals.
The state of a person's work environment has a significant impact on his or her attitude toward
work, and it is said to be good or appropriate if he or she can do activities in an optimal, healthy,
safe, and comfortable manner.
Employees are one of the most valuable assets in the organization so that leader need to lead in a
way that enhance employees motivation level for effective and efficient accomplishment of the
organizational objectives such as productivity, profitability, and growth interns minimizes staff
turnover.
3. Research Design and Methodology
Research design gives the overall outline of the research and it provides a framework for the
collection and analysis of data and subsequently indicates which research methods are
appropriate. This study used descriptive and explanatory research design which is best fit to
collect detailed and factual information that describe existing phenomena and to test the
association between or among variables. Systematic sampling technique is applied to select
sample from the strata formed. Secondary data is also gathered from organization’s website,
annual reports, and articles. After the relevant data are collected correlation analysis is used to
see the degree of relationships between the variables. Multiple linear regressions model is applied to
explain the effect of job satisfaction factors on employee turnover intention.
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4. Conclusion
The Following conclusions are drawn from the results of the study. Better recognition, good
working condition and supervisory support make employees to stay in their organization while
pay system and benefit is not as such significant factor to push the employees out of Siinqee
bank. That means payment is not the determinant factor to make the employees to leave or to
stay when compared to other nonfinancial factors. Hence managers of the bank are
recommended to focus on the overall environment than the monetary motivators to make the
employees to stay with them.
References
Abeba, A., & Mengistu, B. (2017). THE EFFECTS OF JOB SATISFACTION ON EMPLOYEES’
TURNOVER INTENTION: THE CASE OF COOPERATIVE BANK OF OROMIA S.C.
Aburumman, O., Salleh, A., Omar, K., & Abadi, M. (2020). The impact of human resource
management practices and career satisfaction on employee’s turnover intention.
Management Science Letters, 10(3), 641–652. https://doi.org/10.5267/j.msl.2019.9.015
Ahmed Mangi, R., Professor, A., Jawad Soomro Assistant Professor, H., Ali Ghumro Assistant
Professor, I., Raza Abidi Assistant Professor, A., & Ali Jalbani Professor SZABIST
Karachi, A. (2011). A STUDY OF JOB SATISFACTION AMONG NON PHD FACULTY
IN UNIVERSITIES. In Australian Journal of Business and Management Research (Vol. 1,
Issue 7).
Al-madi, F. N. (2017). The Impact of Employee Motivation on Organizational Commitment.

9(15), 134–145.
Ayalew, Z. (2015). THE IMPACT OF JOB SATISFACTION ON EMPLOYEE TURNOVER

INTENTION SCHOOL OF COMMERCE.
Bello, M. B., Aina, C., & Oluwole, A. (2021). The Impact of Job Satisfaction on Employees’
Turnover Intention within the Hotel Industry in Lagos State, Nigeria. African Journal of
Hospitality, Tourism and Leisure, 10(4), 1110–1130.
https://doi.org/10.46222/ajhtl.19770720-152
Benjamin, A. (2011). Human Resource Development Climate as a Predictor of Citizenship

Behaviour and Voluntary Turnover Intentions in the Banking Sector. International Business
Research, 5(1). https://doi.org/10.5539/ibr.v5n1p110

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The effect of job satisfaction on employees’ turnover intention Siinqee Bank

1.2 Statement of the problem

Al-madi, F. N. (2017). The Impact of Employee Motivation on Organizational Commitment.

Ayalew, Z. (2015). THE IMPACT OF JOB SATISFACTION ON EMPLOYEE TURNOVER

Benjamin, A. (2011). Human Resource Development Climate as a Predictor of Citizenship

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