Retaining Talent: The Role of the Personal and Contextual Factors

Abstract

Earlier studies have focusedontheattitudinal and behavioral aspects of employee turnover. However, this study empirically investigates the contextual (i.e.job complexity, developmental feedback and perceived organizational support) and personal (i.e.proactive personality and core self-evaluations) aspectsin order toelucidate turnover intention among the private sector universities of Pakistan. The study used a questionnaire-basedsurvey that was circulated amongst thefaculty members of theprivate universities,and 758responses were usedfor the final data analysis. Moreover, the structural equation modelingwas appliedandrevealed thatcore self-evaluation, developmental feedback, job complexity and perceived organizational support are negatively associated with turnover intention. However, the element of proactive personality was found to haveanon-significantassociation with turnover intention.This study has theoretical and practical implications for universities and recruitment departments.