Impact of Job Autonomy and Transformational Change on Employee Turnover Intention with a mediating effect of Talent Engagement. An evidence from the Educational Sector of Pakistan

Abstract

This study investigates the impact of Job autonomy and Transformational change on Employee turnover intentions with a mediating effect of talent engagement. This study has used Job autonomy and Transformational change as independent variables. Talent Engagement is used as a mediator. Meanwhile, Employee turnover intention is used as the dependent variable. However, private educational sector of Pakistan is the sector chosen to investigate the relationship between variables mentioned above. Quantitative research method is used; as primary data is collected through adoptive structured questionnaire based on 5-Likert scale. The responses are recorded from 285 respondents, (Teachers working in Top 5 Schools of Pakistan, operating in twin cities i.e. Islamabad and Rawalpindi) through multi stage sampling technique where at first different strata's were developed and then according to their proportion, data was collected. Responses recorded are analyzed by SmartPLS version 4.0. The results indicated that Job Autonomy and Transformational Change has a positive effect on talent engagement and negative effect on employee turnover intentions. It was also found out that talent engagement mediates the relationship between job autonomy and employee turnover intention. Mediating relationship between transformational change and employee turnover intention was also found significant.