Psychological perspective: The effect of job satisfaction as a mediating variable on turnover intention in the banking sector

The purpose of this study is to investigate the importance of job satisfaction as a mediator between human resource management (HRM) practices and turnover intention in the banking sector. Data was collected through a self- administered questionnaire, yielding 422 valid responses, which were analyzed using SPSS and SmartPLS to assess both direct and mediating effects. The results identified significant associations between performance evaluation, reward, and job satisfaction, while the association between training and development initiatives and job satisfaction was not significant. Specifically, the study indicated that performance evaluation, training and development, reward, and job satisfaction all have significant relationships with turnover intentions. Furthermore, job satisfaction was identified as a critical mediator in the relationships between performance evaluation, reward, and turnover intention. The findings highlighted the significance of enhancing job satisfaction and provide valuable insights into the intricate relationships between performance evaluation, training and development, rewards, job satisfaction, and turnover intention within the banking sector. This study contributed to the human resource management literature within the context of the banking sector and offers practical implications for researchers, organizational leaders, managers, and policymakers. Policymakers and organizational leaders can leverage these results to inform the development of human resource policies, while human resource managers should implement comprehensive strategies to foster employee satisfaction. Overall, the findings presented important implications for refining human resource management practices aimed at improving employee satisfaction and retention within the banking sector.