Job satisfaction, organizational commitment and other factors’ impact on turnover intention of private employees: An empirical evidence from education sector of Pakistan

Abstract

Background: Turnover intention of employees is related to the level of dissatisfaction that they experience due to various reasons and may lead to resignation and leaving of the organization which may negatively impact the company due to decreased productivity, low profitability, financial loss and lower market rating of the organization Ensuring.

Objectives: The purpose of this study is to find out how the constructs; organizational commitment, iob satisfaction, HR policies & organizational growth impact the turnover intention of employees in Education sector of Pakistani market. Methods: Pre-established constructs have been used with reliabilities and distributed among 160 respondents who are currently employed in Pakistan. The construct used is tested through Descriptive Analysis. Further the output related to the impact of these factors has been analyzed through Simple Linear Regression Analysis.

Results: The findings revealed that job satisfaction level, organizational commitment, HR Policies, and organizational growth have a significant impact on the turnover intention of employees. F-test (goodness-of-Fit test) has been used to test the significance of the hypotheses, used in this study.

Conclusions: This study can be continued by adding other variables to understand the intention of employees for turnover in Pakistan.