Abstract:
Talent retention in the recent times has become a challenge for university administration. This has led to problem of retaining quality and professional university lecturers in different countries of the world. Similarly, Pakistan has also faced this major challenge of retaining quality lecturers in higher education sector as well. Due to this, many lecturers are developing their intentions to quit this noble profession. This study has focused on thorough investigation of turnover intentions developed by university lecturers and examined the crucial role of rewards and supervisor support with turnover intentions developed among the university lecturers teaching in different public and private universities of Islamabad. This study also analyzed the mediating role of affective commitment among the lecturers to examine whether by giving rewards and providing necessary supervisor support to them develop their level of affective commitment , leading to reduction in their turnover intentions or not. The study has used quantitative and deductive approach to collect data from male and female university lecturers. Sample size of 278 has been used to collect and analyze data using SPSS software. For mediation, the multiple regression analysis and Preacher and Hayes Test has been used to check. Findings show that both rewards and supervisor support had a significantly negative relationship with turnover intentions with affective commitment partially mediating the relationship of rewards and supervisor support with turnover intentions. This study has given the university administration important guidelines in developing a reward culture and providing them necessary social and technical support to the lecturers which will help in retention of quality and competent lecturers.
