Employee Turnover Intention and Workplace Conditions in the Banking Sector of Bangladesh

In Bangladesh's banking sector, employee turnover is a common problem, especially in organizations with high-pressure cultures. This study examines the fundamental characteristics of employee turnover intention by validating significant workplace-related elements. A quantitative, cross-sectional methodology was employed, gathering data from 150 bank employees through a standardized questionnaire evaluated on a five-point Likert scale. Cronbach's alpha was used to check the instrument's internal consistency. Principal Component Analysis (PCA) was employed to ascertain and validate the latent structure of turnover-related variables. The results indicate that turnover intention is a multifaceted construct consisting of various elements associated with work demands and organizational support. Workload and job stress emerged as separate dimensions, but job satisfaction, supervisory support, work-life balance, and job security represented stable components of organizational support. The study creates a reliable way to measure turnover intention in the banking business, which will help with future research and policy-making that focuses on keeping employees.