Why Employees are not loyal to their Workplace in Private Sector?
Keywords:Abusive Supervision, Emotional Exhaustion, Organizational Politics, Psychological Contract Breach, Perceived organization support, Remuneration, Workplace Bullying, Work life imbalance, turnover and organizational performance
Employee turnover is a significant factor that is of vital importance to the employees of the organization. The prerequisite to leave one’s job or organization is the intention to leave that can be referred as turnover intention. It is the thinking and planning of employees to leave their job and organization due to different reasons. Since turnover intention is not explicit; it is difficult to determine the factors, these lead to leave one’s job and organization. So, this conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers. The population of research is the private sector of Pakistan because this issue of turnover and organization performance is of major concern in private companies. The size of the sample of 251 respondent was selected. The main objective of this research is to study the relationship between (Abusive Supervision, Emotional Exhaustion, Organizational Politics, Psychological Contract Breach, Perceived organization support, Remuneration, Workplace Bullying, Work life imbalance) and mediating effect of turnover on organizational performance. for this research we have used PLS path modeling approach keeping in view the above literature review. For analyzing the data, we have used Smart PLS 3.0. After the results revealed all the hypothesis were accepted except workplace bullying, perceived organization support and work life imbalance. This research will help Organization that organizations have to work on the environment conditions with the support of developing career and value towards the promotional opportunities for employees that give them motivation to retain in organization.