Abstract:
Human resource is the most significant asset in any organization as the rest of the resources can be replicated and human resource managers try their best to retain employees so as to diminish the voluntary turnover rate which leads to heavy costs that the organization ends up going through. This dissertation analyzes the impact of psychological determinants- Job Hopping, Job Satisfaction and Organizational Commitment- on Turnover Intention. This topic has been researched for the first time in the Telecommunication industry in view of Pakistan since the Job Hopping behavior is the highest amongst Telecommunication engineers and marketing specialists. (Rozee.pk survey reveals Pakistan's hottest career tracks, 2009) Quantitative research was conducted. A sample size of 200 was taken from eleven organizations belonging to the telecommunication industry of Pakistan covering various departments from each organization. Statistical tools- descriptive, reliability, correlation and regression analysis- were used to analyze the data. The findings reveal that Job Satisfaction has a strong negative association with Turnover Intention; Job Hopping shows a strong significant constructive relationship with Turnover Intention while Organizational Commitment has a strong negative relationship with Turnover Intention. Keywords: Turnover Intention, Job Hopping, Job Satisfaction, Organizational Commitment.
