Antecedents and Consequences of Employee Turnover: Empirical Evidence from Pakistan

Abstract

Aims: This study examines the interrelationship among major antecedents of employee turnover such as HRM practices, organisational culture, attitudes of boss on employees’ intention to quit in Pakistani banking and IT sectors. Study Design: The study employs exploratory research design; in-depth interviews were applied for the data collection. Place: The study is conducted in the national and multinational companies in Pakistan. Methodology: Data collected through in-depth interviews from thirty top executives to junior managers from government, private and multinational organisations. The study employed ‘narrative analysis’ method to analyse the data. Narrative analysis looks at self-story and individual experiences of interviewee regarding social phenomenon. This analytical technique helped authors to compare and categorize emerging themes to give meaning to words, context-situation, story and basic actions. Results: The results suggest that, overall picture of HRM and organisational culture in public sector organisation appears to be poor whereas private (local) organisations seem comparatively better improving. On the contrary, respondents in MNCs expressed high agreement on merit-based HRM, organisational culture and attitude of boss with higher self-esteem. Conclusion: This study revealed that there exists interrelationship among the factors stated above and also study concludes that taking care of human factor with mutual respect, mentoring and employee empowerment could enhance employee morale, commitment and satisfaction which virtually link employees’ decision to stay in the organisation. Policy implications for organisations and managers are discussed in the last section.