Professional Documents
Culture Documents
In Banking Sector
Presented By
Irfan Amir Ali
08-0053
INTRODUCTION
RESEARCH OBJECTIVES
VARIABLES
Independent variables
Career Opportunities
Supervisor Support
Working Environment
Rewards
Dependent variables
Employee Retention
THEORETICAL FRAMEWORK
HYPOTHESIS
RESEARCH METHODOLOGY
Research Design
The type of study will be quantitative descriptive research.
Population
Sample Size
Demographic Analysis
Gender
Frequency
Valid
Male
Female
Total
Percent
Valid Percent
Cumulative
Percent
142
78.9
78.9
78.9
38
21.1
21.1
100.0
180
100.0
100.0
Interpretation:
The research survey was conducted from the employees of different in
Karachi from a sample of 180 respondents. The response percentage was
100%, in which 78.9% were males and 21.1% were females.
belonged to the age group 26-35 years which is 41.7%. The percentage
of respondent in this category 18-25 is about 8.9%, Next 34.4% of the
respondents were from 36-50 age bracket and the remaining 15% of
the respondents belonged more than 50 years of age group.
Interpretation:
The bar chart shows the breakup of the participants included in this
survey in terms of organization. The survey comprised of five different
banks in which 12.8% employees of MCB, 24.2% employees of ABL, 22.2%
employees of each HBL and NBP and 18.3% employees of others banks
have participated in this research.
Interpretation:
The bar chart shows the breakup of the participants included in this
survey in terms of designation. In this research 37.8 employees are on the
designation of manager and above, 46.1% employees are officer level which
is the highest percentage of all, 13.3 % employees are staff, and 2.8%
employees are on the other designations.
Minimum Maximum
Mean
Std. Deviation
Supervisors Support
179
1.00
5.00
3.5829
.64000
Career Opportunities
180
1.00
5.00
3.6833
.71232
Working Environment
180
1.00
5.00
3.4611
.79217
Rewards
180
1.00
5.00
3.4611
.79217
Retention
180
1.43
4.86
3.4524
.64075
179
MCB
HBL
NBP
ABL
Supervisor Support
OTHERS
Total
Career Opportunities
3.5
3
2.5
2
1.5
1
0.5
0
MCB
HBL
NBP
ABL
OTHERS
2
1.5
1
0.5
0
MCB
HBL
NBP
ABL
OTHERS
2.5
2
1.5
1
0.5
0
MCB
HBL
NBP
ABL
OTHERS
Interpretation:
The correlation is tested between the supervisor support and employee retention.
Table shows the positive correlation between supervisor support and employee
retention. The correlation between them is 0.332 which is low correlation. The
Correlation is significant at the 0.01, and the significant level or p-value of this
variable is less than 0.01 so it represents that the results are statistically
significant which indicates that supervisor support is essential for employee
retention.
Interpretation:
The correlation is tested between the Career opportunities and employee
retention. Table shows the positive correlation between Career opportunities
and employee retention. The correlation between them is 0.268 which is low
correlation. The Correlation is significant at the 0.01, and the significant level
or p-value of this variable is less than 0.01 so it represents that the results are
statistically significant, which indicates career opportunities result in to higher
employee retention.
The correlation is tested between the working environment and employee retention.
Table shows the positive correlation between working environment and employee
retention, the relationship exists between two variables. The correlation between
them is 0.417 which is moderate correlation. The Correlation is significant at the
0.01, and the significant level or p-value of this variable is less than 0.01 so it
represents that the results are statistically significant, which indicates good working
environment has positive significant impact on employee retention.
Interpretation:
The correlation is tested between the rewards and employee retention. Table shows the positive
correlation between Rewards and employee retention, there is a relationship exists between two
variables. The correlation between them is 0.417 which is moderate correlation and it is same as
working environment. The Correlation is significant at the 0.01, and the significant level or pvalue of this variable is less than 0.01 so it represents that the results are statistically
significant, which indicates rewards and benefits has positive significant impact on employee
retention.
Regression Analysis
Interpretation:
Now looking at the coefficient table, the p value of supervisor support is (0.000) is below
the 0.01 it means that the supervisor support is the significant variable in the model.
According to beta, this means that 1% change in independent variable is estimated to
change 0.333% change in dependent variable. Supervisor support has a positive
relation with the dependent variable which is employee retention.
Interpretation: Now looking at the coefficient table, the p value of career opportunities
is (0.000) is below the 0.01 it means that the career opportunities is the significant
variable in the model. According to beta, this means that 1% change in independent
variable is estimated to change 0.241% change in dependent variable. Career
opportunities have a positive relation with the dependent variable which is employee
retention and has a positive impact on commitment of employees.
Hypothesis
Accepted/
Rejected
Accepted
Accepted
Accepted
Accepted
CONCLUSION
The outcome of this study have clearly shown that the independent variables which are
career opportunities, supervisor support, working environment, rewards and have a direct
and positive impact on the dependent variable that is employee retention.
Today it has become essential to have a committed, loyal and retained work force, as it is the
one whose loyalty can actually pay off in the long run to gain a competitive edge in the
business.
Therefore if the banking sector work on these determinants and apply them in the
organization it would definitely foster the employee retention and ultimately turn over will
be less.
Therefore if the banking sector work on these determinants and apply them in the
organization it would definitely foster the employee retention and ultimately turn over will
be less.
RECOMMENDATIONS
This research reveals that employees feel to be retained in the organization where
the jobs and careers are very well defined.
Thank you