THE IMPACT OF HRM PRACTICES ON TURNOVER INTENTION WITH THE MEDIATION EFFECT OF ETHICAL CLIMATE: AN EMPIRICAL EVIDENCE FROM HIGHER EDUCATIONAL SECTOR OF PAKISTAN

Abstract

For any organization, HRM practices are an asset to retain its employees and keep them away from the dilemma of turnover intentions. The present study aims to investigate the causal relationship of HRM practices and turnover intentions with the mediating effect of ethical climate in higher education industry of Pakistan. A questionnaire survey was conducted for data collection from 478 university lecturers of Sindh province. Findings reveal that compensation, job autonomy, working conditions and training and development are the significant antecedents of lecturers’ turnover intentions at their job places. Furthermore, ethical climate partially mediates the relationship of HRM practices and turnover intentions of the university lecturers. University managements should focus their system of education with the significant implication of good HRM practices in the universities to retain their lecturers loyal and avoid turnover intentions in higher education industry of Pakistan.