Factors Affecting Employee's Turnover in Palestinian Banks at Hebron Governorate

Abstract

The study aimed at examining the factors affecting employee's turnover in Palestinian banks at Hebron Governorate to determine whether a statistically significant relationship exists between the variables of the study (organizational development, coaching and mentoring, salary and rewards and employee's turnover). The study population included all Palestinian banks at Hebron governorate. It was directed to(330) individuals whose job titles varied between administrators, accountants, heads of department, heads of division, unit managers, department managers, general managers and others. In this study, the researcher used the deductive methodology to examine and analyze the factors affecting employee's turnover in Palestinian banks at Hebron governorate. Moreover, to collect data, the researcher developed a questionnaire as a tool. The researcher distributed the questionnaire to the study sample totaling (330) during the period from August 9 th to August 22nd, 2023. A total of (256) valid questionnaires were retrieved out (330), which results in a retrieval rate of (77.57%). The study results showed the existence of a significant impact of the organizational development on work turnover in Palestinian banks from the employees’ perspective In addition, the results revealed that salaries and rewards have an impact on work turnover in Palestinian banks from the employees’ perspective, which comes in alignment with a common understanding in organizational psychology that compensation is a key factor in employees’ retention. Finally, the results showed that guidance and coaching have an impact on employee's intention to leave work Mentoring and coaching can help employees feel more supported and valued, especially when employees know that their manager invested in their success and provide them with appropriate resources and encouragement. The researcher presented several recommendations to reduce work turnover in Palestinian banks. It includes the proposition of a comprehensive approach in aspects of the work environment, employees’ satisfaction and the organizational culture.