@ARTICLE{33704756_213472753_2017, 
	author = {Asi Reddy and Gummadi Anjali}, 
	keywords = {, attrition, banking Industry, employee engagement, intention to quit, rewardsupervisory support},
	title = {Intention to Quit and Determinants of Employee Engagement: an Empirical investigation among the Banking Professionals of Guntur Region (India) (in English)},
	journal = {Organizational Psychology},
	year = {2017},
	volume = {7},
	number = {4},
	pages = {73-85},
	url = {https://orgpsyjournal.hse.ru/en/2017-7-4/213472753.html},
	publisher = {},
	abstract = {Purpose. A descriptive cross-sectional study was carried to check effect of determinants of employee engagement on the employee attitudinal level of attrition in different private sector banks in Guntur Urban area. Four determinants, supervisory support, training and development, reward and work environment for employee engagement and three determinants - job security, promotion and compensation benefits for attrition - were considered. Methodology. A structured questionnaire was developed for thesurvey. A stratified random sampling based on the age group was adopted and 320 employees between 23 and 56 years participated in the survey. A total of 283 fully filled in questionnaires received from 218 male and 65 female respondents with 88.4% response rate. Correlation and regression tests were applied for analysis. Findings. The treatment on the data collected shows a significant negative relation between employee intention to quit and the determinants of employee engagement (-.069 to -.670).The R2 value from the regression analysis depicts that only 18.4% of variability can be explained by the determinants of employee engagement such as work environment, supervisory support, training and development and reward on employee intention to quit from the organization. Values of the results. Thestudy provides thought provoking managerial idea to reduce attrition levels by improvising employee engagement in the organizations. This paper also throws light for the researchers to carry out the study with other socio and psychological attributes influencing employee intention to quit.},
	annote = {Purpose. A descriptive cross-sectional study was carried to check effect of determinants of employee engagement on the employee attitudinal level of attrition in different private sector banks in Guntur Urban area. Four determinants, supervisory support, training and development, reward and work environment for employee engagement and three determinants - job security, promotion and compensation benefits for attrition - were considered. Methodology. A structured questionnaire was developed for thesurvey. A stratified random sampling based on the age group was adopted and 320 employees between 23 and 56 years participated in the survey. A total of 283 fully filled in questionnaires received from 218 male and 65 female respondents with 88.4% response rate. Correlation and regression tests were applied for analysis. Findings. The treatment on the data collected shows a significant negative relation between employee intention to quit and the determinants of employee engagement (-.069 to -.670).The R2 value from the regression analysis depicts that only 18.4% of variability can be explained by the determinants of employee engagement such as work environment, supervisory support, training and development and reward on employee intention to quit from the organization. Values of the results. Thestudy provides thought provoking managerial idea to reduce attrition levels by improvising employee engagement in the organizations. This paper also throws light for the researchers to carry out the study with other socio and psychological attributes influencing employee intention to quit.}
}