Impact of HR Practices on Employee Turnover and Job Satisfaction: Evidence from Pakistani Universities

Abstract

This research examines the impact of pertinent HR practices/policies upon a person’s job contentment and turnover in higher educational institutes. A special context of universities of KP have been chosen where numerous employees have developed job dissatisfaction and increased turnover because of deteriorating security conditions including but not limited to terrorism attacks, civil unrest, widespread diseases and unconducive working environment. This has ultimately compelled them to leave their jobs and flee to other cities such as Islamabad and Karachi. More specifically, three HR policies i.e. employee participation, training and performance appraisal are analysed to affect job satisfaction and turnover. A quantitative survey was conducted to assess job outcomes of University teachers in multiple cities especially where living conditions have deteriorated in the recent past. Respondents were segregated on the basis of age, income per month, designation and gender basis. Frequency analysis and Mean Average Scores are reported for each construct. The regression results suggest a positive significant relation of employee participation and performance appraisal with that of job satisfaction while a significant negative relation is found with turnover ratio. The study concludes that universities should focus on implementing HR policies and practices effectively in workplace which will help retain employees and keep them motivated. This can be one of the many effective strategies to retain workforce and discourage brain-drain out of the country. The study ends with acknowledging limitations and offering future research directions.