Examining the Impact of ICSR on Intention to Quit with the Meditating Effect of Organizational Commitment Study of Banking Sector Employees

• Main Authors: Faiza, Akhtar, Irma Yazreen, Md Yusoff, Mohd Waliuddin, Mohd Razali
• Format: Proceeding
• Language: English
• Published: 2024
• Subjects: H Social Sciences (General)
• Online Access: http://ir.unimas.my/id/eprint/46100/3/FEBS%20CONFERENCE%202024%20-%20Copy.pdf; http://ir.unimas.my/id/eprint/46100/; https://www.conference.unimas.my/febs2024/en/
• Institution: Universiti Malaysia Sarawak

: In the past few decades, adding value to movement has become more discussed and an important step as employees are moving from one organization to another for better opportunities along with Job Satisfaction. This other intention to quit for developmental purposes can be about the opportunity to work in another area, salary increase, labor market demands, or even promotion in this current job, etc. Intention to quit due to conflict is when the employees are not comfortable with managers or colleagues and will leave their current jobs. Results of the historical research indicate that ICSR can reduce employees' intention to quit as well as increase their levels of Organization Commitment. The research is descriptive and the data are collected by a primary method where a structured questionnaire was administered to 274 respondents from the banking sector (Employees: Middle & Lower-level Managers) based on a five-point Likert’s Scale. The data will be analyzed using regression and mediation techniques with Statistical Package for Social Sciences (SPSS). Results of the study suggest that ICSR insignificantly decreases employees' intent to quit and the OC partially mediates between ICSR and intention to quit.