Abstract:
Intangible asset which is called by literature as human capital are becoming the source of organizational competitive advantage, and Organizations compete in the world through this intangible asset, comparative to technology which can be replaced easily, human capital cannot be replaced at once completely, Nowadays retaining employee is the main concern of and focus of attention for organizational managers, employee retentions is mainly based on perceived supervisor supp01i and its commitment and affiliation with the organization. This study attempts to examine the role of supervisor support, Psychological empowerment and work family conflict on employee turnover intentions in the workplace directly and indirectly through affective commitment in the banking sector employees of twin cities of Pakistan, studies showed that those employees who have supervisor suppori, psychologically empowered are having less turnover intentions and those who have more work family conflict have increased turnover intentions, In this study affective commitment is taken as mediating variable which mediate the relationship among Supervisor support, Psychological empowerment and work family conflict and turnover intentions, In order to collect the data this study used closed ended questionnaires from banking industry of twin cities of Pakistan. SPSS will employ to test hypotheses. This study is going to measure the relationship between above variables in the vicinity of twin cities of Pakistan
