An investigation of employee turnover and job dissatisfaction in the banking sector: A study of workers in Asaba, Delta State
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Background of the study
Employee turnover and job dissatisfaction are persistent challenges within the banking sector, affecting service delivery and organizational performance. In Asaba, banking institutions are experiencing significant turnover rates, which are closely linked to job dissatisfaction among workers. Factors such as inadequate remuneration, limited career advancement opportunities, and high work-related stress contribute to these issues (Chukwu, 2023). Employee turnover disrupts operational continuity, increases recruitment and training costs, and undermines customer trust. Additionally, the competitive nature of the banking sector exacerbates these challenges, as organizations strive to balance employee expectations with operational demands (Ojo, 2024). The interplay between job dissatisfaction and turnover creates a cycle that negatively impacts both individual well-being and organizational performance. This study investigates the root causes of employee turnover and job dissatisfaction within Asaba’s banking sector. By examining organizational practices and employee perceptions, the research aims to provide practical recommendations for reducing turnover and enhancing job satisfaction, ultimately leading to improved service delivery and financial performance (Eze, 2025).
Statement of the problem
The banking sector in Asaba is plagued by high employee turnover and widespread job dissatisfaction, which significantly hamper organizational effectiveness and service quality. Contributing factors include inadequate compensation, limited career development, and high stress levels. These issues lead to increased operational costs and diminished customer satisfaction. This study seeks to investigate the causes of employee turnover and job dissatisfaction in the sector and propose actionable strategies to mitigate these challenges, thereby enhancing both employee morale and overall organizational performance (Ibe, 2024).
Objectives of the study:
- To assess the levels of employee turnover and job dissatisfaction in the banking sector.
- To identify the key factors contributing to turnover and dissatisfaction.
- To propose strategies to improve employee retention and satisfaction.
Research questions:
- What is the extent of employee turnover in Asaba’s banking sector?
- Which factors most significantly contribute to job dissatisfaction?
- What measures can reduce turnover and improve satisfaction?
Research Hypotheses:
- High job dissatisfaction is positively correlated with increased employee turnover.
- Inadequate remuneration significantly contributes to turnover.
- Implementing career development programs will reduce turnover rates.
Significance of the study
This study is significant as it addresses critical issues of employee turnover and job dissatisfaction in the banking sector. Its findings will assist banks in developing strategies to improve employee retention and overall service quality. The research offers valuable insights that can enhance organizational stability and performance in Asaba (Obi, 2023).
Scope and limitations of the study:
Limited to the topic only.
Definitions of terms:
- Employee turnover: The rate at which employees leave an organization.
- Job dissatisfaction: The negative feelings and discontent experienced by employees.
- Banking sector: Financial institutions involved in banking operations.
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