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Employee voice and intent to leave: an empirical evidence of Pakistani banking sector

Author

Listed:
  • Ahmed Imran, Hunjra
  • Muhammad Asghar, Ali
  • Muhammad Irfan, Chani
  • Hashim, Khan
  • Kashif Ur, Rehman

Abstract

Organizations want to retain their employees in order to benefit from their talent and skills. While working in an organization, employees come across some problems both inside and outside the organization. This study investigates the relationship between field employees’ voice (effectiveness of voice mechanism) and employees’ intent to leave the organization. Further, this study explores the difference between male and female field employees perception regarding their intention to leave the organization. The sample of the study consisted of 250 field employees working in different banks of Rawalpindi and Islamabad through questionnaire; only 188 were returned and processed. The SPSS technique was used for data analysis and findings. The study concludes that employee voice mechanism has a positive and significant impact on employee intention to leave. This study finds that male are comparatively more intended to leave the organization with less effective voice mechanism and higher qualified employees are more conscious about voice mechanism in the banking sector.

Suggested Citation

  • Ahmed Imran, Hunjra & Muhammad Asghar, Ali & Muhammad Irfan, Chani & Hashim, Khan & Kashif Ur, Rehman, 2010. "Employee voice and intent to leave: an empirical evidence of Pakistani banking sector," MPRA Paper 32113, University Library of Munich, Germany.
    • Handle: RePEc:pra:mprapa:32113
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    Citations

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    Cited by:

    1. Rana Muhammad Shahid Yaqub & Aneeta Rehman & Shakeela Kausar & Zakariya Hassan Qureshi, 2022. "Insights from Theory of Reason Action to Determine the Faculty Turn-Over Intentions in HEI’s of Southern Punjab: Mediating and Moderating Role of Perceived Organizational Justice and Organizational ," iRASD Journal of Management, International Research Alliance for Sustainable Development (iRASD), vol. 4(2), pages 375-389, june.
    2. Damaris Kilimo & Gregory S. Namusonge & Elizabeth N. Makokha & Aloys Kiriago Nyagechi, 2016. "Determinants of Intrinsic and Extrinsic Rewards on Employee Performance in Kapsara Tea Factory Company Trans Nzoia County Kenya," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 6(10), pages 369-380, October.
    3. Sabiiti Mulema, 2019. "Employee Motivation on Organizational Performance In Selected Information Technology Support Service Companies In Kampala, Uganda," International Journal of Science and Business, IJSAB International, vol. 3(4), pages 161-174.
    4. Wapmuk, Shitnaan Emmanuel & Botsha, Josephine Yakubu & Kusa, Nanfa Danjuma & Goma, Ruth Panshak, 2022. "Teachers’ Commitment and Job Performance: A Study of Schools in Jos North Local Government Area, Plateau State, Nigeria," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 6(02), pages 197-205, February.
    5. Ayesha Noor & Yuserrie Zainuddin & Shrikant Krupasindhu Panigrahi & Faridah binti Taju Rahim, 2020. "Investigating the Relationship among Fit Organization, Organization Commitment and Employee’s Intention to Stay: Malaysian Context," Global Business Review, International Management Institute, vol. 21(1), pages 68-87, February.

    More about this item

    Keywords

    Organization; employee retention; employee voice; intent to leave; banking sector;
    All these keywords.

    JEL classification:

    • E24 - Macroeconomics and Monetary Economics - - Consumption, Saving, Production, Employment, and Investment - - - Employment; Unemployment; Wages; Intergenerational Income Distribution; Aggregate Human Capital; Aggregate Labor Productivity

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