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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
a job. People that are dissatisfied of organizational career growth opportunities and
organizational environment must be tired of bureaucratic environment and centralized
authority as suggested by the questions in the questionnaire. As per results obtained
through correlation and regression analysis in this study, it is found that there is a
significant relationship between job satisfaction and turnover intentions in public sector
of Pakistan. The significance of results reinforced the predicted hypothesis and we can
say that job satisfaction plays a key role in employees‘ intent to leave its organization.
These findings are consistent with the findings of Samad (2006). Secondly, career growth
opportunities also have negative relationship with employees‘ decision to quit but the
results are not significant enough. It showed a mild relationship between internal career
growth opportunities and turnover decision on the part of employee in public sector of
Pakistan. This mild relationship can be due to not accounting organizational commitment
with organizational career growth opportunities as suggested by the Lto and Brotheridge
(2005). In the last results of organizational environment showed that feasible
environment in organization has a negative impact on employee‘s decision to leave the
current employer. These findings are consistent with the findings of Cottini et al. (2009)
and Martin et al. (2005) and suggest that there is a need to make environment feasible to
work for thus reducing turnover intentions in public sector of Pakistan.
6. Conclusion
This research implies an urge to find of the largely unexplained variance of turnover
intentions in Pakistani public sector organizations as in this study‘s presented model
adjusted R Square is only 0.23 that means the variables presented in the study explain 23
percent of overall turnover intentions. Therefore there is a need to dig up more deeply to
explore other antecedents of turnover intentions in Pakistani public sector organization.
Overall satisfied workers can be a very healthy sign for public sector organizations in
Pakistan but there is also need to create a feasible environment to increase and enhance
satisfaction of employees. Perhaps these organizations are enjoying advantage of
Pakistani labor market where people could not find job easily and are reluctant to leave
the present organization. One limitation of this study is that it has a small data sample and
this needed to be overcome by other researchers get increase the generalizibility of
results.
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 51
JANUARY 2011
VOL 2, NO 9