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ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 44 JANUARY 2011 VOL 2, NO 9 References Alan Clardy (2008), The Strategic Role of Human Resource Development in Managing Core Competencies, Human Resource Development International, Vol. 11 No. 2, pp. 183- 197. Brian Becker and Barry Gerhart (1996), The Impact of Human Resource Management on Organizational Performance:Progress and Prospects, The Academy of Management Journal, Vol.39, No.4.,pp. 779-801. Yew Wong, C., Karia, N.,(2009). Explaining The Competitive Advantage of Logistic Service Providers: A Resource-based View Approach. International Journal of Production Economics.doi:10.1016/j.ijpe.2009.08.026, pp 1-17. Ching-Chiao Yang, Peter B. Marlow and Chin-Shan Lu., (2009). Assessing resource, logistic service capabilities, innovation capabilities and the performance of cointainer shipping services in Taiwan. Int. J. Production Economics. Vol. 122, pp 4-20. Kenneth W. Green, Cindy Wu, Dwayne Whitten and Bobby Medlin, (2006). The impact of strategic human resource management on firm performance and HR professionals‘ work attitude and work performance. Int. J of Human Resource Management, Vol. 17, No. 4, pp 559-579. James D. Werbel and Samuel M. DeMarie., (2005). Aligning strategic human resource management and person-environment fit. Human Resource Management Review. Vol.15, pp247-262. John T. Delaney and Mark A. Huselid. (1996). The Impact of Human Resource Management Practices on Perceptions of Organizational Performance. Academy of Management Journal. Vol. 39, No. 4, pp 949-969. Mark A. Huselid, Susan E. Jackson and Randall S. Schuler. (1997). Technical and Strategic Human resource Management Effectiveness As Determinants of Firm Performance. Academy of Management Journal. Vol. 40, No.1, pp 171-188. Mark L. Lengnick-Hall, Cynthis A. Lengnick-Hall, Leticia S. Andrade and Brian Drake. (2009). Strategic human resource management: The evolution of the field. Human Resource Management Review. Vol. 19, pp64-85. Maria Progoulaki and Ioannis Theotokas., (2009). Human resource management and competitive advantage: An application of resource-based view in the shipping industry. Marine Policy. Vol.34, pp 575-582. Michael Beer. (1997). The Transformation of The Human Resource Function: Resolving The Tension Between A Traditional Administrative and A New Strategic Role. Human Resource Management. Vol. 36, No. 1, pp49-56. Pasquale Legato and M. Flavia Monaco. (2004). Human Resource Management at a marine container terminal. European Journal of Operational Research. Vol.156, pp769-781. Sean A. Way and Diane E. Johnson. (2005). Theorizing about the impact of strategic human resource management. Human Resource Review. Vol. 15, pp1-19. Yu-Jen Wu and Jiang-Liang Hou., (2010). An employee performance estimation model for the logistic industry. Decision Support Systems. Vol. 48, pp 568-581.
ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Organizational Environment, Job Satisfaction and Career Growth Opportunities: A Link to Employee Turnover Intentions in Public Sector of Pakistan Khurram Shahzad PhD Scholar, Mohammad Ali Jinnah University, Islamabad Assistant Professor, Faculty of Management Sciences, Riphah International University, Islamabad Sajjad Hussain Management Sciences, Riphah International University, Islamabad Sajid Bashir Management Sciences, Mohammad Ali Jinnah University, Islamabad Anwar F. Chishti Faculty of Management Sciences, Mohammad Ali Jinnah University, Islamabad Zafar Mueen Nasir Head of Research, Pakistan Institute of Development Economics, Islamabad Abstract This study is aimed at finding the impact of organizational environment, job satisfaction of employees and career growth opportunities upon the employee‘s intent to leave the organization in the public sector of Pakistan. We have used standardized scales to collect data from a random sample of 100 employees of different public sector organizations of Pakistan. Inferential statistical tests were conducted to analyze the data for exploration of the extent of relevance among the variables taken into the consideration in this study. The results of this study indicate significant negative correlations among three independent variables and turnover intentions. The study contributes for understanding of the factors other than compensation on the employee‘s decision of retention with current employer in a developing country like Pakistan. Key Words: Organizational Environment, Job Satisfaction, Career Growth Opportunities, Turnover Intentions, Public Sector, Pakistan. 1. Introduction Resources are at the heart of Resource Based View (Barney, 1986) and Resource Based View of firm suggests that resources must be valuable, rare and non-substitutable for the sustained competitive advantage of the firm (Barney, 1991). Human capital is the core asset of the organization, therefore, an organization‘s high performance and productivity is cohesive to the employee‘s support and contribution (Bhatti & Qureshi, 2007; Samad, 2006). Employee turnover not only is a loss to the organization in the form of flight of human capital but also as negative impacts on the rest of employees in the organization. Hence flight of human capital can create hurdles (Maertz, Wiley, LeRouge, & Campion, COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 45 JANUARY 2011 VOL 2, NO 9 Listed in ULRICH’S
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