International Journal of Organizational Leadership

Abstract

The primary purpose of this research was to analyze the effect of affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization on employees’ job turnover in private and public sector universities of Lahore, Pakistan. A survey based explanatory research design was used. This study was conducted among the employees working in educational sectors such as universities and colleges in Lahore. About 270 questionnaires were distributed by employing various methods of communication such as email in person and post. The findings of this study indicated that job satisfaction, job stress, organizational politics, and job role ambiguity had significant effects on job turnover of employees while affective commitment and job formalization had adverse effects on the employees. Self-reported measures were used to measure employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization. Since all the participants were selected from Lahore’s public and private universities and colleges, the outcomes were not connected to differences of instructional materials or educational foundations. Considering the importance of employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization, higher education institutional management and policy makers should take the necessary measures to reduce the extent of turnover which will improve the employees’ individual and organizational performance. The relevant literature shows that employees’ turnover is under investigation especially in public sector universities of Lahore, Pakistan. So, the current study has contributed to enhance the consideration on the most noteworthy problems.