The Factors Influencing Turnover Intention in the Ugandan Banking Sector: A case study for commercial banks in Mbale City

Abstract

This study aimed to identify the factors influencing turnover intention focusing on the commercial banks in Mbale City, Uganda. The study objectives were to establish how leadership, organizational justice, employee empowerment, and career development influence turnover intentions of employees at their current bank employment. This study utilized a cross-sectional survey design to collect quantitative data. A total of 181 employees participated in the study, representing a sample drawn from a larger population of 332 employees. The study found that employee turnover was notably high, with a mean score of 3.98, indicating that a majority of employees expressed a desire to leave their current jobs. Regression analysis revealed that all four predictor variables leadership, organizational justice, employee empowerment, and career development had significant negative relationships with turnover intention. Specifically, leadership (B = -0.608), organizational justice (B = -0.441), employee empowerment (B = -0.201), and career development (B = -0.437) each demonstrated meaningful predictive power, with career development emerging as the strongest individual predictor, accounting for 43.7% of the variance in turnover intention. The implications of these results are revelant for management practice, policy development, and academic inquiry. Future research is recommended to further explore the interaction of organisational practices and turnover intentions in diverse settings. Addressing these factors can help organisations build a more loyal, engaged, and stable workforce.