Factors Influencing the Tendency of Employees to Decide Resign, Kasikorn Bank Public Company Limited in Bangkok

Abstract

       This study aims to examine the influence of personal factors, motivational factors, and hygiene factors on the turnover intentions of employees at Kasikornbank Public Company Limited in the Bangkok Metropolitan Area. A quantitative research methodology was employed, using a sample of 392 employees. Data were collected through questionnaires and analyzed using both descriptive and inferential statistics. The findings revealed that gender, educational attainment, and years of service had no statistically significant effect on turnover intentions. However, age, marital status, monthly income, and job position were found to significantly influence turnover intentions, contradicting the initial hypotheses. Regarding motivational factors, neither job characteristics nor career advancement opportunities significantly affected turnover intentions. Similarly, organizational policies and management, as well as supervisor relationships, showed no significant impact. Nevertheless, compensation and benefits, along with peer relationships, were identified as key factors that significantly influenced turnover intentions.

        The results suggest that inadequate compensation and benefits, along with poor peer relationships, play a critical role in employees' decisions to resign. Therefore, organizations should prioritize fair and appropriate compensation management and foster a positive organizational culture that promotes healthy coworker relationships. These measures are essential for enhancing employee engagement and reducing turnover rates in the long term.