2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria
| Format: | General Document |
|---|
| _version_ | 1860798194663817216 |
|---|---|
| building | INTELEK Repository |
| collection | Online Access |
| collectionurl | https://intelek.unisza.edu.my/intelek/pages/search.php?search=!collection3 |
| copyright | Copyright©PWB2025 |
| country | Malaysia |
| date | 2023-09-15 |
| format | General Document |
| id | 16372 |
| institution | UniSZA |
| originalfilename | THE RELATIONSHIP BETWEEN DIGITAL FINANCIAL LITERACY AND DIGITAL FINANCIAL USAGE AMONG SMEs IN TERENGGANU (MASTER_2021).pdf |
| person | Azubuike Chigbundu |
| recordtype | oai_dc |
| resourceurl | https://intelek.unisza.edu.my/intelek/pages/view.php?ref=16372 |
| sourcemedia | Server storage Scanned document |
| spelling | 16372 https://intelek.unisza.edu.my/intelek/pages/view.php?ref=16372 https://intelek.unisza.edu.my/intelek/pages/search.php?search=!collection3 General Document Malaysia Library Staff (Top Management) Library Staff (Management) Library Staff (Support) Terengganu Faculty of Business and Management English application/pdf 1.5 Server storage Scanned document Universiti Sultan Zainal Abidin UniSZA Private Access Universiti Sultan Zainal Abidin SAMBox 2.3.4; modified using iTextSharp™ 5.5.10 ©2000-2016 iText Group NV (AGPL-version) Copyright©PWB2025 Job Satisfaction Job satisfaction Work environment Relationship Job Stress 74 THE RELATIONSHIP BETWEEN DIGITAL FINANCIAL LITERACY AND DIGITAL FINANCIAL USAGE AMONG SMEs IN TERENGGANU (MASTER_2021).pdf 2023-09-15 Organisational Stress Towards Employee Turnover Intentions Banking Sector Of Lagos State, Nigeria Organizational stress Employee turnover – Nigeria Banking sector – Nigeria Azubuike Chigbundu 2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria Employee turnover intentions have promoted a global infuse crisis that most organisations perceive as an epidemic that requires mitigation to yield high employee productivity levels. In addition, it has drastically prompted various challenges that are spreading rapidly, reducing the productivity of the banking sector. Several empirical studies revealed that turnover intentions as a vast issue affecting the performance of the global banking sector. In Nigeria, the bank sector has gradually been affected by the high turnover rate, which has reduced its performance. They identified job satisfaction, job stress, and organisational stress as the influencing factors that trigger and pose massive challenges for employees that experience employee turnover intentions in the banking sector. Hence, this study was considered among the new method that examines the relationship between job satisfaction, job stress and organisational stress towards turnover intentions in the Banking Sector of Lagos State, Nigeria. This study uses a quantitative approach and a descriptive research design. The population in this study involved 29,312 employees in the banking sector in Lagos State, Nigeria. A sample of 435 employees was selected based on the probability multistage random sampling technique. The researcher received a sample of 386 questionnaires, with success and a response rate of 88.74%. The researcher established a self-administered questionnaire based on adopting and adapting the theories and previous studies as a research instrument for collecting data and validating using expert review and pre-testing. Next, 100 samples of pilot study data were validated using Exploratory Factor Analysis (EFA). Later, the field study data were analysed using IBM-SPSS-AMOS version 28.0 for the regression analysis to test the hypotheses. This study confirmed a significant and positive correlation between job satisfaction, job stress, organisational stress, and turnover intentions in the banking sector of Lagos State, Nigeria. In addition, the results from regression analysis showed that job satisfaction, job stress, organisational stress and turnover intentions have a P-Value of 0.000, which is less than < 0.001. It further helps to mitigate the employee’s willingness to leave the organisation. The finding revealed that improved job satisfaction, reduced job stress, and organisational stress encountered in the banking sector would aid in minimising turnover intentions. Therefore, reducing turnover intentions would positively influence the employees for better lives, leading to lower intention to leave and creating a substantial value and reputation for the banking sector’s productivity in the Lagos State of Nigeria. In conclusion, job satisfaction is essential in reducing employee turnover intentions by promoting employee engagement and commitment toward productivity. Reducing job stress and organisational stress has significantly impacted turnover intentions by creating lesser conflict, ambiguity, and overload among bank employees and helped promote employee commitment and identification in the banking sector of Lagos State. This study is significant in addressing the gap found in the previous studies while contributing to the body of knowledge and promoting the banking sector in Lagos State, Nigeria. Dissertations, Academic Thesis |
| spellingShingle | 2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria |
| state | Terengganu |
| subject | Job satisfaction Work environment Organizational stress Employee turnover – Nigeria Banking sector – Nigeria Dissertations, Academic |
| summary | Employee turnover intentions have promoted a global infuse crisis that most organisations perceive as an epidemic that requires mitigation to yield high employee productivity levels. In addition, it has drastically prompted various challenges that are spreading rapidly, reducing the productivity of the banking sector. Several empirical studies revealed that turnover intentions as a vast issue affecting the performance of the global banking sector. In Nigeria, the bank sector has gradually been affected by the high turnover rate, which has reduced its performance. They identified job satisfaction, job stress, and organisational stress as the influencing factors that trigger and pose massive challenges for employees that experience employee turnover intentions in the banking sector. Hence, this study was considered among the new method that examines the relationship between job satisfaction, job stress and organisational stress towards turnover intentions in the Banking Sector of Lagos State, Nigeria. This study uses a quantitative approach and a descriptive research design. The population in this study involved 29,312 employees in the banking sector in Lagos State, Nigeria. A sample of 435 employees was selected based on the probability multistage random sampling technique. The researcher received a sample of 386 questionnaires, with success and a response rate of 88.74%. The researcher established a self-administered questionnaire based on adopting and adapting the theories and previous studies as a research instrument for collecting data and validating using expert review and pre-testing. Next, 100 samples of pilot study data were validated using Exploratory Factor Analysis (EFA). Later, the field study data were analysed using IBM-SPSS-AMOS version 28.0 for the regression analysis to test the hypotheses. This study confirmed a significant and positive correlation between job satisfaction, job stress, organisational stress, and turnover intentions in the banking sector of Lagos State, Nigeria. In addition, the results from regression analysis showed that job satisfaction, job stress, organisational stress and turnover intentions have a P-Value of 0.000, which is less than < 0.001. It further helps to mitigate the employee’s willingness to leave the organisation. The finding revealed that improved job satisfaction, reduced job stress, and organisational stress encountered in the banking sector would aid in minimising turnover intentions. Therefore, reducing turnover intentions would positively influence the employees for better lives, leading to lower intention to leave and creating a substantial value and reputation for the banking sector’s productivity in the Lagos State of Nigeria. In conclusion, job satisfaction is essential in reducing employee turnover intentions by promoting employee engagement and commitment toward productivity. Reducing job stress and organisational stress has significantly impacted turnover intentions by creating lesser conflict, ambiguity, and overload among bank employees and helped promote employee commitment and identification in the banking sector of Lagos State. This study is significant in addressing the gap found in the previous studies while contributing to the body of knowledge and promoting the banking sector in Lagos State, Nigeria. |
| title | 2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria |
| title_full | 2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria |
| title_fullStr | 2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria |
| title_full_unstemmed | 2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria |
| title_short | 2023_The Relationship Between Job Satisfaction, Job Stress and Organisational Stress Towards Employee Turnover Intentions in The Banking Sector of Lagos State, Nigeria |
| title_sort | 2023_the relationship between job satisfaction, job stress and organisational stress towards employee turnover intentions in the banking sector of lagos state, nigeria |