Impact of Employee Engagement on Turnover Intention in the Private Banks of Odisha: A Review and Conceptual Framework

Employee engagement is increasingly recognized as a vital factor influencing organizational performance, particularly in the banking sector where the quality of human capital directly impacts service delivery and customer satisfaction. This review study examines the relationship between employee engagement and turnover intention in the private banking sector of Odisha, India. By analyzing existing literature and empirical studies, it identifies critical dimensions of employee engagement, including leadership effectiveness, organizational policies, work environment, employee training and development, career advancement opportunities, reward and recognition systems, and job autonomy. These factors collectively shape employees’ perceptions of their workplace and significantly influence their decision to remain with an organization. The review reveals a strong inverse relationship between employee engagement and turnover intention, suggesting that highly engaged employees demonstrate greater organizational commitment and a lower propensity to leave. Furthermore, the study highlights the importance of implementing robust human resource management practices to enhance engagement levels, such as fostering supportive leadership, creating transparent policies, promoting professional growth, and recognizing employee contributions. These insights are particularly relevant for private banks in Odisha, which face challenges of employee retention in a competitive market. The findings offer practical implications for bank management and HR professionals to design targeted strategies that strengthen employee engagement, thereby reducing attrition rates and ensuring organizational stability.