IMPACT OF JOB SATISFACTION ON EMPLPOYEE TURNOVER INTENTION AT BANK AL-HABIB

This study aims to examine the impact of job satisfaction on employee turnover intention in Bank Al Habib in Pakistan. This research is quantitative in nature and has utilized the double linear regression analysis and the data was collected through self-administrated structured questionnaire. A sample of 375 employees in the Bank Al Habib was selected randomly. The collected data was analyzed through partial least square technique using the Smart PLS software. The findings and results demonstrated that job satisfaction has a significant relationship with turnover intention. Five job-satisfaction dimensions as prescribed by the job descriptive index were employed to measure the job satisfaction variable, which include salary satisfaction, promotion satisfaction, work environment satisfaction, task satisfaction, and supervision satisfaction. The first-dimension salary satisfaction was found to have a significant relationship with turnover intention, which validates that if more salaries are offered to the employees, the job satisfaction level increases and turnover intention decreases. Similarly, the second dimension, promotion satisfaction was to also be found to have a significantly relationship with turnover intention which asserts that higher promotion and career development opportunities reduce the employee turnover intention. Correspondingly, the third variable, work environment satisfaction has a significant relationship with turnover intention which demonstrates that the better co-worker relationships and better physical work environment characteristics reduces employees’ turnover intention. Likewise, the fourth and fifth variables task satisfaction and supervision satisfaction, respectively, also validate a significant relationship with job satisfaction and a significant relationship with turnover intention. The purpose of this study was to provide a valid framework to the managers and decision makers at bank Al-Habib which would help them devise appropriate

employees are satisfied with their work. (Jeffrey, 2007) stated that if an employee of an organization is not satisfied with their job and organization don't have trust in their employees the employee's intention towards turnover will be greater and they may leave their job and job duration can be smaller Job satisfaction reflects an employee's feelings towards his work that can be seen from the employee's attitude towards work and everything in his work environment (Prinsa, 2016). Job satisfaction influenced by what employee for getting satisfied with their work. Job satisfaction and a high level of happiness of an employee can refers to high return for any organization (Ali, 2019).
Satisfaction and happiness play a vital role in any organization because when an employee is loyal to the company that helps the company to survive in various conditions that can help the company for achieving its goals effectively. A high employee turnover intention dangerous affects organizational performance (Khan, 2014).
The banking sector of Pakistan is playing very important role in the growth of economy. Today nearly 80% of assets are clasp by the private sector banks (Aftab, 2012). According to (Saeed, 2014) Banking sectors of Pakistan are more suffering high employee turnover. The causes of high employee turnover are due to abusive supervisor behavior, substandard working condition and lack of opportunities for growth and development. According to (Thomsan, 2010) there are so many challenges which are being faced in banking sectors, employee's turnover is the one of major issue in banking sector Pakistan. In Pakistan 35% banks are facing employee turnover challenge due to this bank faced the issue of service quality, customer focus, customer attention and customers feedback that can only be provided when employee are talented and motivated. (Masood Hassan, 2019) Stated that multiple number of studies has been done and focused on turnover intention in different organization and it has found that lack of training and development and poor working environment encourages employee to switch their job. (Som, 2018) stated that employees of an organization are considered most valuable asset.
The performance of any depends on attracting, retaining and motivating employees. Job stress and dissatisfaction is a major issue being faced in banking sector of Pakistan. This study limited in banking sectors and in this study locates that cause of employee turnover intention are a combination of factors such as dissatisfied, lack motivation and lake of interest could be a reason of dissatisfaction and research also aim to reduce employee turnover intention and create a more employee-oriented culture to help employee satisfaction and also aims to find out influences of job satisfaction and turnover intention. Through this research get to understand the relationship between job satisfaction and turnover intention within organization it will help

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [4] to make policies that are inclined to reduce employee turnover intention. This research is conducted in bank Al Habib but result can be generalized to all banking sector of Pakistan. It will make easier the investigator to survey. Study may also advice to bank sectors it would facilitate in banking sector to grow and develop new strategies and reduce employee turnover.

Industry Brief
Banks are the biggest source of financial for any nation. Bank Al Habib is one of the important names in the banking sector of Pakistan and bank Al Habib played a vital role in meeting the banking and financial needs of Pakistan. Bank Al Habib has more than 835 branches and subbranches with more than 15000 employees. Bank Al Habib is planning to add more branches at the end of 2020. It included the banking capital market and investment banking industry.
According to a report by Bank Al Habib in august 2020, the assets of the bank grew up by

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [5] Objective of the Study 1. To identify the association between job satisfaction on employee turnover intention.

LITERATURE REVIEW
A recent study conducted by (Swe, 2019) to find the influence of employee engagement on reducing employee turnover intention and increases/improves employee job satisfaction. The authors adopted a probability sampling technique and collected data from 36 employee respondents by random sampling. The study was conducted with a mixed-method approach with quantitative data for every question and qualitative data was collected through a semistructured interview where data were analyzed for statistical software and simple linear regression was applied to t-test data. And the result indicates the strong connection between employee engagement and job satisfaction as well as employee turnover intention of an employee in the organization.

Salary Satisfaction
In a recent study conducted by Hung (2018)  that there is no significant relationship between the factor of salary for job satisfaction and employee turnover intention. According to (Nawaz, 2015) studied on the relationship between human resource development factors, career growth and turnover intention in different private universities of Pakistan. The authors adopted probability sampling techniques and collected data from 270 respondents through random sampling where data were analyzed by partial through PLS software was applied to test the data. the study illustrated that a negative effect of salary on employee turnover intention.

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [6] Bibi (2017)  to explore the impact of promotion justice on employee's occupational health and turnover intention as well as its functioning mechanism and the result indicated that promotion justice influences employees and occupational health and turnover intention.

Work Environment
According to (Ramly, 2019) studied in the Mandiri Bank Indonesia and where the authors used quantitative research and the authors selected from 430 employees was randomly selected. The result found that the work environment has a positive and significant impact on job satisfaction.
A recent study conducted by (Shang, 2018) studied in China the authors conducted from 778 respondents' nurses from seven hospitals were surveyed on work environment and turnover intention. The result demonstrated that the work environment was positively associated with higher work engagement and lower turnover intention.

Supervisor Satisfaction:
According to (Akhtar, 2020)studied on impacts of supervision on turnover intentions in a Manufacturing firm in Pakistan and the authors used quantitative research and 200 questionnaires were distributed and data was analyzed into smart PLS. The result illustrated that there is positive relationships between supervision and turnover intention. In this regard (Senevirathne, 2020) studied the relationship between co-worker's support, supervisor support, organizational support, and employee turnover intention of operational level employees in the apparel sector central province in Srilanka, and the data gathered through and questionnaire were analyzed using SPSS data analysis package. The result demonstrated that there was a negative relationship between supervision and employee turnover intention of the operational level of employees. On the other hand (Jumani, 2015) studied in the district Rawalpindi and

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [7] Islamabad where the authors collected from 13764 respondents in the teachers of Islamabad and Rawalpindi through random sampling and t-test and linear regression analysis was used for the analysis of data. the result shows that there was a moderate relationship between supervision with turnover intention.

Task Satisfaction
According to (Garg, 2012) the purpose of the study to examine the determinant of job satisfaction on employee turnover in hotel. The data revealed that the choice of task and task performance has positive impact on employee turnover and data shows that there should balance in order to attract potential employee that affect task satisfaction that directly led to turnover. Similar study was conducted by (Huang, 2017)a questionnaire was developed to gather data in China, the sample of the study consisted of employees from different size, organization and industries and distributed 462 questionnaires among them. The result showed that task satisfaction has negative influence on turnover intention.

Research design:
Our research type is quantitative research. This research is explanatory in nature as we are doing theory testing thus the research objective is to test the theory and hypothesis developed on the basis of the previous literature. The scope of the research is applied research as it will be applicable only in the business organizations in Pakistan. The method of research will be mono method as we are doing quantitative research only. The technique of the research will be secondary as we have taken data from the business organization in Pakistan through survey questionnaires. The approach will be deductive it will be from general to specific as data will be collected only from one organization in Pakistan. The time horizon is cross-sectional as the data will be gather from business organization (Bank Al-Habib) in Pakistan. The data collection

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [8] approach is primary, and the type of research investigation is correlational as there is no interference. The study setting is based on the natural environment.

Procedure:
This study is a cross-sectional study and will use a quantitative approach through descriptive statistics to measure the multi-dimension of employee satisfaction and turnover intention.

Population:
Today, the bank Al Habib is fastest growing bank in Pakistan, it has over 835 plus branches and sub-branches in countries where more than 15,000 employees working in this bank.

Sample and Sampling Methods:
The data collection will be done through non-probability (convenience sampling). The questionnaires will be distributed to staff in all departments in Bank Al Habib through email and in-person visits and the sample size of this research is 375 and the confidence level is 95% and the margin of error is 5% according to (Raosoft, Sample size calculator, 2020). The respondents will be given fifteen days to complete the survey. The respondents will also be briefed that the survey is used only for academic purposes.

Instrument Selection:
In this research, a structured questionnaire is used to obtain data and gather information regarding employee satisfaction in bank Al Habib. The survey questionnaire was adopted from previous similar studies of (Salleh R. , 2012), (Index, 2009) and it was to make sure that the survey is readable, consistent, clear, and feasible for respondents to answer.

Journal of Entrepreneurship, Management and Innovation Volume 3, Issue 1, January 2021
[9]   The accuracy of questionnaire results is indicated by reliability. For a similar target group, it will offer a comparable outcome at any stage the questioner reuses the questionnaire. It shows that the survey's internal accuracy and repeatability are strong. Maintaining a strategic distance towards unfairness in study is the primary indicator for unswerving consistency. It continues to be strengthened in this way by checking the pursuit procedure and investigation, as is achieved by using various analysis and review methods or various researchers. This often integrates the exploration's reliability and validity.
Using composite reliability, the reliability of the measurement instrument was assessed. All values were over the standard value usually used, i.e., 0.70. This is the agreed value set for reliability. The level of constancy between different variables could be used to estimate reliability.

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [12] According to (Hair, 2006) the accepted reliability of the indicators must be above 0.70, the values of all variables in the above table are above 0.7, which indicates that the data is accurate and reliable.

Average Variance Extracted (AVE)
Average variance extracted is evaluated in order to check the convergent validity if the variance extracted value is greater than 0.5 termed as less effective for the study. The table clearly indicates that variance extracted values are above 0.5 of all the variables which shows questions of variables were perfect.

Validity
Three type of validity is testing firstly, discriminant validity is tested then construct validity and at last, convergent validity. Discriminant validity is checked with the help of Fornell-Larcker criterion. moreover, construct validity is checked with the help of factors loading however convergent validity is checked with the help of average variance extracted. The concept of discriminant validity in introduced by (Fiske, 1959)Discriminant validity evaluations are actually non-related to ideas or measurement system that are not necessarily

Journal of Entrepreneurship, Management and Innovation
Volume 3, Issue 1, January 2021 [13] correlated with another test. (Henseler, 2016) through their debate on determining test validity, (Fornell, 1981) suggested the square of AVE of each variable can be used to determine the discriminant validity. Although there is no scale parameter for discriminant validity, a response less than 0.85 means that the measurements are likely to have discriminant validity. However, the findings of variables are greater than 0.85, therefore, the table 4 shows that the questions are valid and the discriminant validity cannot be claimed among them. It shows the construct of question with each other. The cut off value should be less than 0.9 or below 1 shows lack of discriminant validity whereas, above 0.85 and 0.9 indicates that two construct overlap strongly therefore the table 5 above reveals that HTMT of the constructs are less than 0.9 which indicates that discriminant validity is established and items are different and not correlated with each other.
The measurement of model is to study the reliability and validity of the instrument. The threshold value is 0.7 or higher according to (Henseler J. , 2010)   R square is strong and it means that the variables in the analysis are doing very well and the Model is fit.

CONCLUSION
The study was intended to investigate the impact of job satisfaction on employee turnover intention with in the banking sector of Pakistan in bank Al Habib. Globally, several literatures are available about Job satisfaction yet within the context of Pakistan, a limited portion of researches are available, especially, this is very first research conducted in bank Al Habib.
Above literature review indicates that job satisfaction has impact on employee turnover intention, in this manner, this study result shows that the first-dimension salary satisfaction was found to have a significant negative relationship with turnover intention, which validates that if more salaries are offered to the employees, the job satisfaction level increases and turnover intention decreases. Similarly, the second dimension, promotion satisfaction was to also found to have a significantly negative relationship with turnover intention which asserts that higher promotion and career development opportunities reduce the employee turnover intention.
Correspondingly, the third variable, work environment satisfaction has a negative significant relationship with turnover intention which demonstrates that the better co-worker relationships and better physical work environment characteristics reduces employees' turnover intention.
Likewise, the fourth and fifth variables task satisfaction and supervision satisfaction, respectively, also validate a positive relationship with job satisfaction and a negative relationship with turnover intention.

RECOMMENDATIONS
Employees are the backbone of an organization. The retention of the employees is the primary objective of the banking sector. In the evolving business structures today, the human resource is considered as the main asset of an organization which contributes as the organizational human capital because they play a huge role in the organizational growth and development.
This study findings aim to support the policy makers in the banking sector so that they can design appropriate policies for employee retention. It has also been evident that employee turnover significantly impacts an organization and place heavy monetary as well as resource costs for the organizations. The study highlighted the main domains of job satisfaction which include increase salaries, better task and work environments, better promotion opportunities and healthy relations with supervisors. All these dimensions were found to have statistically