CAREER ADAPTABILITY AND EMPLOYEES’ TURNOVER INTENTION IN NEPALESE PRIVATE COMMERCIAL BANK
Date
2021-08
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Abstract
Every organization in this era is constantly working towards finding solutions to
decrease turnover intention. Employee turnover is very expensive to an organization
in many ways. It doesn’t only include the loss of the employee but also involves other
costs such as costs involved in the recruitment and selection, training, and
development and also, the experience the employee has gained from the job. One of
the major and challenging tasks to be performed by the human resources department
of the organization in this globalized and competitive world is to retain employees.
Description
With the growing changes at the workplace, employees’ need to adapt to these
changes to become successful. One the one hand, organizations’ expectations are
changing while on the other hand, employees’ expectations are also changing.
Employee turnover can lead to financial costs and, it also causes loss of skills,
knowledge, and business relationship (Ramlal, 2003). Hence, it is essential for the
organizations to understand triggering the employees’ desire to leave and to develop
appropriate strategies to retain talent. Since turnover intention is a precursor of actual
turnover (Steel & Ovalle, 1984), employers can influence employees’ intention to
leave as they have not yet quit their jobs.
Keywords
CAREER ADAPTABILITY, EMPLOYEES' TURNOVER INTENTION