Relationship between Job Satisfaction, Organizational Commitment and Turnover Intention among Bank Employees : A Study on Selected Banks of Bangladesh

Job satisfaction and organizational commitment has become a significant issue for any organizations. The aim of the study was to measure the level of job satisfaction, organizational commitment and turnover intention based on the banking sector of Bangladesh. The study was based on some selected banks of the country. For collecting data, purposive sampling method was used. For analyzing data, multivariate analysis techniques like factor analysis and Smart PLS were used. Descriptive statistics were used for explaining data sources and the demographic characteristics of the respondents. Composite reliability (CR) values ranged from 0.838 to 0.914 which exceeded the recommended value of 0.70 and all Cronbach's alpha values are above 0.60 cutoff values. The R square values show that Organizational Commitment and Job Satisfaction moderately explain 42.4 % and 54.5 % of the variance in workers' turnover intention respectively. By using factor analysis, this study found that satisfactory promotional system, fair rewarding system, satisfactory payment level, experience and training based salary, support in personal emergency from the organization, planning to change the organization, workplace flexibility in performing tasks were most influential factors that have influence on job satisfaction, organizational commitment, and turnover intention of Bank employees in Bangladesh. This study suggests that if workers are paid satisfactorily, where salary is experience and training based, and there is a support in personal emergency, then these variables will lead bank employees to a higher level of committed team and improved turnover rate simultaneously