Abstract:
Employee retention is one of the most significant issues faced by organizations today. It is a strategic human resource management issue and needs to be addressed in an effective and timely manner. Employee retention cannot be addressed without the understanding of the reasons for Turnover. Turnover has many antecedents and the relationship between these antecedents actually determines the impact of each of these on actual turnover of an organization. This study examines the multifaceted nature of turnover and the relationship between two of the most popular antecedents of turnover, namely Job Satisfaction and Turnover Intention. The industry under consideration comprises of the Business Schools in Rawalpindi/Islamabad, with focus on the recently observed high turnover trend among the permanent faulty members of these institutions. Due to the limited pool of skilled faculty available, institutions are fighting to keep their best employees. Special attention is paid to the satisfaction level of the faculty members and how much it impacts the turnover intention amongst this group of people. The effects of various economic and demographic variables are also considered as factors that may affect the relationship between job satisfaction and turnover intention. Unfortunately, no such study has been conducted in Pakistan; therefore, this study may prove to be extremely beneficial for improving the relationship between faculty members and university administrators.
Various studies are examined in order to form a comprehensive survey for measuring job satisfaction and turnover intention. This survey is used to draw conclusions about the relationship between job satisfaction and turnover intention and is compared with the results from other studies in order to highlight important issues. Recommendations are made according to the analysis conducted for both further research and university administrators.
