| Employee turnover intention,referring to an employee’s desire to voluntarily leave an organization,is a prevalent concern in the workplace.Employee turnover has several adverse effects on organizations as a whole including significant financial and organizational costs.It is also a contradiction to an organization’s goal of attracting and retaining employees.Turnover intentions are generally shaped by a person’s perceptions of the Pay fairness,career plateau and work environment within an organization.National Database&Registration Authority(NADRA)is a public sector organization,established in March 2000,embarked on the journey of Civil Registration for all Pakistanis,and in a short period of time,NADRA’s team indigenously created a state-of-the-art centralized Data Warehouse,Network Infrastructure,and Interactive Data Acquisition Systems to issue secure National Identity Cards(NIC).NADRA is a self-governing corporate organization having the necessary authority to act independently and promote good governance.NADRA has received international acclaim for its performance in offering solutions for identification,e-governance,and secure papers that achieve the multiprocessing aims of minimizing identity theft,protecting our clients’ interests,and enabling the public.This study is based on the topic of"How pay fairness,career plateau,and work environment affect employee turnover intention",and summarizes,integrates,and discusses relevant literature in the fields of pay fairness,career Platform,and work environment,and employee turnover intention.It summarizes the concepts and existing research results of each variable,and reviews the association between each variable,combining research from the National Database and Registration Authority(NADRA)Pakistan with existing literature on pay fairness,career plateau,work environment,and employee turnover intention.This study elucidates the possible impact relationships between various variables,proposes research hypotheses to be validated,and constructs a research model.Drawing on relevant measurement scales from domestic and foreign scholars to design a survey questionnaire.A survey questionnaire was distributed to employees in various regions of the Pakistan National Database and Registration Authority(NADRA)offices,and a total of 350 valid research questionnaires were collected.By using Partial Least square Structural Equation Modelling(PLS-SEM),this study is firstly aiming at examine the relationship between pay fairness,career plateau,and work environment and employee turnover intention.Secondly,in this study motivation to perform is used as mediator variable,which mediates the relationship between pay fairness,career plateau,and work environment and employee turnover intention.Thirdly,by using regression analysis,socio-economic factors such as age,gender,location and designation/position are used as control variables in this study.Findings of this study revealed that pay fairness negatively influences turnover intention,while career plateau has a positive effect on employee turnover intention.Moreover,a positive work environment is associated with reduced turnover intention.The mediation analysis indicates that the relationship between Pay fairness,career plateau,and employee turnover intention motivation is mediated partially by the motivation to perform.Further,the age difference analysis reveals significant differences in Pay fairness and work environment among different age groups.However,no significant gender differences are observed.These results highlight the importance of considering factors such as Pay fairness,career plateau,work environment,and motivation to perform in managing and addressing employee turnover.Managers should focus on creating fair pay structures,providing growth opportunities,and cultivating positive work environments to mitigate turnover intentions.The findings contribute to the existing literature and provide practical insights for organizations seeking to reduce turnover and enhance employee retention strategies. |
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