EMPLOYEE DEVELOPMENT AND VOLUNTARY TURNOVER: TESTING THE EMPLOYABILITY PARADOX

Abstract

Purpose: Employability paradox is a major concern for employers these days and it affects the turnover intentions of an employee along with their developmental enhancement. This study examined the same paradox using 6 developmental activities to testify their relationship with turnover intentions. Research Methodology: Quantitative descriptive research design has been used in this study. An online survey designed to fulfil the purpose of the study. Due to large target population, convenience sampling technique has been used that’s a type of non-probabilistic sampling. 134 respondents participated in this survey. Findings: The study has revealed that employees’ level of autonomy is most likely to increase their level of external employability (opportunities available in the market) and eventually that external employability leads to the turnover intentions. Actual turnover was also tested which is a result of turnover intentions but out study could not state enough evidence of that. Practical Implications: In Pakistan, organizations have not been focusing on the development of their employees, fearing that they might leave the organization but out study proposed that organization should invest more in the developmental activities and provide employees with opportunities to flourish within the organization so the chances of employees to leave would become way less.