Moderating Impact of Gender on the Relationship between Job Satisfaction and Turnover Intention: A Reflective Study on Selected Licenced Specialized Banks, in Colombo District in Sri Lanka

Abstract

Area of the Study This study attempts to identify the moderating impact of gender on the relationship between job satisfaction and turnover intention with regard to executive level employees in two selected licenced specialized banks in Sri Lanka. Problem of the Study There is an empirical knowledge gap to what extent gender moderate the relationship between job satisfaction and turnover intention of executive level employees in the banking industry. Therefore, this study planned to address “Does gender of executive level employees mediate the relationship between job satisfaction and turnover intentions?” The setting of this study encompassed executive level employees in two selected licenced specialized banks in Sri Lanka which is a novel phenomenon as it looks into empirical evidence in literature locally. Method of the study The data were collected from a randomly selected sample of 100 executive level employees in two selected licenced specialized banks in Sri Lanka. A pre tested structured questionnaire was distributed to have 69% effective rate. The data analyses included the univariate and bivariate analyses. Findings of the Study This study found that gender moderated the relationship between pay satisfaction and turnover intension, the promotion satisfaction and turnover intension and supervision satisfaction and turnover intention of bank executives at least in the selected two licenced specialized banks in Sri Lanka. At the given condition, these two banks were represented by female employees which is 57% of the total sample. Hence, the responsible parties of bank such as the management need to consider this matter when they formulate their policies. Conclusion of the Study It is concluded that gender moderated the relationship of pay satisfaction, supervision satisfaction and promotion satisfaction on turnover intention. Thus, it is advisable for bankers to customise the pay, promotion and promotion related policies and strategies to ensure retention in the organization by minimizing turnover intension.