A Study of the Impact of Role Conflict on Turnover Intention in Private Commercial Banks in Sri Lanka

An organization's most valuable asset is its human capital, and whether or not it succeeds depends on how well its employers can recruit and keep competent workers for a long time.However, employee turnover has become a global issue since it affects organizations' productivity and success.Thus, understanding the reasons for employee turnover is essential.Even though employee attrition is a common problem irrespective of the industry, the banking sector in Sri Lanka struggles to retain employees.As a result, it is critical to have a robust framework in place for keeping skilled individuals in the banking industry.Therefore, this study aimed to investigate the impact of role conflict on employee turnover in Private Commercial Banks in Sri Lanka.Inter-role conflict, intra-role conflict, intrasender-role conflict, intersender-role conflict and role overload were taken as independent variables of the study.The study followed a positivist paradigm and tested the proposed hypotheses with quantitative techniques.A selfdesigned questionnaire was employed in the main survey as part of primary data collection.370 respondents from Private Commercial Banks in Sri Lanka were selected to construct the sample using the simple random sampling method.The response rate for this study was 100%.Data were analyzed using descriptive and inferential analyses.The findings of the study reveal that inter-role conflict, intra-role conflict, intrasenderrole conflict, intersender-role conflict and role overload positively impact the turnover intention of private banking employees in Sri Lanka.Moreover, intra-role conflict is the most influential predictor of turnover intention among employees in the banking sector in Sri Lanka.