Employee Engagement and Turnover Intention among Islamic Bankers in Brunei Darussalam
Shahrul Nizam Salahudin1, Hani Suhaila Ramli2, Mohd Nur Ruzainy Alwi3, Muhammad Safizal Abdullah4, Nasir Abdul Rani5

1Dr. Shahrul Nizam, Ph.D Holder, Universiti Teknologi Malaysia.
2Hani Suhaila Ramli, Ph.D, Universiti Putra Malaysia.
3Dr. Abdul Nasir, Faculty of Islamics Economics and Finance, Universiti Islam Sultan Sharif Ali Brunei.
4Dr. Mohd Nur Ruzainy, Senior Lecturer, College of Business Management and Accountancy (COBA), UNITEN Sultan.
5Muhammad Safizal Abdullah, Faculty Member, School of Business Innovation and Technopreneurship, Universiti Malaysia.
Manuscript received on 29 June 2019 | Revised Manuscript received on 11 July 2019 | Manuscript Published on 17 July 2019 | PP: 643-651 | Volume-8 Issue-2S July 2019 | Retrieval Number: B10960782S19/2019©BEIESP
Open Access | Editorial and Publishing Policies | Cite | Mendeley | Indexing and Abstracting
© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Abstract: Employee engagement and turnover intention are two factors that are important predictors of organisational success and failure. These are key indicators of issues that are related to the organisations’ workforce. This study explores the levels of engagement and turnover intention between the different demographics of the Islamic bank employee in Brunei Darussalam. The study also examined the effects of employee engagement on the turnover intention among the employees. A total of 119 bankers completed the survey. Survey items were adapted from previous literature and subjected to Content Validity Index by 12 experienced Human Resource Managers. Except for income levels, the findings indicate no significant differences in terms of employee engagement and turnover intentions between the different demographics of the bankers. Also, Employee engagement was found to significantly impact turnover intentions among the respondents. The mixed results obtained from this study signal a need to further study engagement and turnover intention among employees in the banking sector especially in Brunei Darussalam.
Keywords: Brunei Darussalam, Employee Engagement, Human Resource Management, Islamic Banking, Organizational Performance, Turnover Intention.
Scope of the Article: QOS And Resource Management