Impact of employee retention strategies on employee performance in telecom sector of Pakistan: employee career commitment as mediator of this relationship

Abstract

The basic motivation of present study is to empirically investigate the relationship of employee retention strategies (compensation, training and development, job characteristic, supervisor support and career development opportunities) on employee career commitment towards the employee performance in telecom sector of Pakistan and employee career commitment as mediator of this relationship. A framework is proposed to link the relationship between employee retention strategies, employee performance and employee career commitment. This investigative study works to enhance academic knowledge by being part of a very limited collection of studies available till now that links the concept of retention strategies and employee performance with employee career commitment as a mediating factor. The current study has been conducted in the context of telecom sector of Pakistan; This sector is specifically chosen because the demand for high technology employees, increase in turnover and the shortage of qualified candidates existed in this sector. Because of this shortage, it has become vital to retain skilled employees in telecom sector of Pakistan. Primary data is collected through a structured questionnaire from the sample of 300 respondents which included the higher, middle and lower managersusing liner and multiple regression and Baron and kenny (1986) model of mediation in SPSS (20). The present study focused on the inclusion of employee retention strategies, offering some suggestions to discover potential crises due to absence of retention strategies and to improve the influence of employee retention strategies on career commitment of employees towards the employee performance. The present study finds that employee retention strategies are positively related to employee performance and employee career commitment. However, job characteristics are not found to have positive relationship with employee performance or employee career commitment. These IMPACT OF EMPLOYEE RETENTION STRATEGIES ON EMPLOYEE PERFORMANCE 12 findings of study supports the oriented culture along with job content or design of work and also proved that supportive culture of an organization is important and employees cannot perform high with varied skills and freedom without the supportive culture of workplace. This study developed a model of employee retention for an organization that wants to improve their employee performance with respect to employee retention and career commitment.