CAREER ADAPTABILITY AND EMPLOYEES’ TURNOVER INTENTION IN NEPALESE PRIVATE COMMERCIAL BANK

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dc.contributor.authorSHAH, ALISHA
dc.date.accessioned2022-06-22T09:25:31Z
dc.date.available2022-06-22T09:25:31Z
dc.date.issued2021-08
dc.descriptionWith 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.en_US
dc.description.abstractEvery 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.en_US
dc.identifier.urihttps://hdl.handle.net/20.500.14540/11475
dc.language.isoenen_US
dc.subjectCAREER ADAPTABILITYen_US
dc.subjectEMPLOYEES' TURNOVER INTENTIONen_US
dc.titleCAREER ADAPTABILITY AND EMPLOYEES’ TURNOVER INTENTION IN NEPALESE PRIVATE COMMERCIAL BANKen_US
dc.title.alternativeTHE CAREER ADAPTABILITY LEVEL IN COMMERCIAL BANKS OF NEPALen_US
dc.typeThesisen_US
local.academic.levelMastersen_US
local.institute.titleSchool of Managementen_US
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