Employee Turnover in a Regional Commercial Bank
AbstractThis study explored employee turnover in a commercial bank in Limpopo Province, South Africa. Apparently there is a need to curb dysfunctional mobility of human capital in the banking sector in the region. A cross-sectional mixed method design was used to collect data. A stratified sample of banking employees completed a semi-structured questionnaire. Key informant interviewing and a focus group discussion were employed to gather supplementary data. Archival data was used in the calculation of turnover rates. The results show a relatively low overall employee turnover rate, and differences in turnover rates for different job levels and gender distributions. The turnover rate for older and young employees is relatively similar. Factors that contribute to job dissatisfaction include better job offers elsewhere, poor compensation, a lack of promotional opportunities, and Black Economic Empowerment initiatives. The findings of the study provide evidence of the most pressing turnover problems that a bank in a less affluent geographic region experiences. The impact of job dissatisfaction on the productivity, efficiency and service delivery in the bank is highlighted and a number of human resource practices are recommended to manage employee and to develop much needed human capital in the banking sector in the region.
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How to Cite
Pietersen, C., & Oni, O. A. (2014). Employee Turnover in a Regional Commercial Bank. Mediterranean Journal of Social Sciences, 5(27 P1), 371. Retrieved from https://www.richtmann.org/journal/index.php/mjss/article/view/5091
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