Influence of Organizational Culture, Supervisor Behavior and HRM Practices on Employee Turnover Intentions: Study of NGOs Sector of Sindh, Pakistan

Abstract

The primary objective of this study was to investigate the influence of organizational culture, supervisor behavior, and HRM practices over the employee turnover intentions of the NGOs sector in Sindh, Pakistan. A questionnaire survey, adopted from prior studies for data collection was used to carry out current research. The questionnaire was based on close-ended questions, having a seven-point Likert-type scale. The convenient sampling (an item of non-probability sampling) was used to collect data. A total of 180 questionnaires were distributed among employees of the NGOs sector, out of which 121 questionnaires were considered fit for data analysis and further interpretations. Initially, the data was processed in SPSS version 22.0 for analyzing descriptive statistics, whereas, the model was tested in SEM Smart-PLS. The organizational culture, supervisor behavior, and HRM practices were the significant predictors to reduce employee turnover intentions. While HRM practices and supervisor behavior contribute to decreasing employee turnover intentions. Furthermore, this study explained the interconnection of various factors such as, organizational culture, supervisor behavior, and HRM practices that cause employee turnover intentions, which were realized by actual employee turnover. The investigation provided explanations about why NGO employees intend to quit. Referring to empirical findings of current research, it is highly likely that NGOs might be able to reduce employee turnover. This research addressed specific circumstances of NGOs that cause high employee turnover, particularly in Sindh, which may be generalized at the country level.