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Abstract
The objective of this study is to examine the relationship between key organizational factorsEmployer Support, Job Security, Role Changes, Cultural Clash, and Work-Life Balance and their
impact on Employee Turnover Intention in commercial banks. It aims to explore the strength and
direction of these relationships to better understand the underlying causes of turnover intention.
Furthermore, the study seeks to identify the most influential factors that drive employees to
consider leaving their jobs, providing valuable insights for improving employee retention and
organizational stability in the banking sector. The research utilized a descriptive and explanatory
design, employing a structured questionnaire to collect data from 207 employees of merged
commercial banks situated in Butwal Sub-Metropolitan City, Nepal. The sampling method applied
was purposive sampling, focusing on employees with a minimum of one year of experience in
banking. To ensure the measurement model's validity and reliability, the study evaluated
composite reliability, convergent validity, discriminant validity, and implemented bootstrapping
techniques for hypothesis testing. The results reveal that Work-Life Balance and Job Security are
the primary predictors of turnover intention among banking personnel. Conversely, Employer
Support, Role Changes, and Cultural Clash exhibited a relatively weaker impact. This study
presents significant implications for HR managers and policymakers, encouraging them to
prioritize employee well-being and satisfaction as essential strategies for minimizing turnover.
Future research may extend this framework to other service industries for broader applicability.
Keywords: Employee Turnover Intention, Job Security, Work-Life Balance, Employer Support,
Cultural Clash.