Organizational Commitment, Job Satisfaction, and Work Environment: Pathways to Stress, Engagement, and Turnover in Pakistan Special Education Centres

Abstract

Purpose: The study examines the relationships between occupational stress, employee engagement, job satisfaction, organizational commitment, and turnover intention, with a focus on employees in Pakistani special education centers. Aim: To provide actionable insights for HR professionals by identifying strategies to manage stress, enhance engagement, and foster supportive work environments that improve job satisfaction and reduce turnover. Design/Methodology: A quantitative approach using PLS-SEM (SmartPLS 4.0) and SPSS was employed. Data were collected through a structured questionnaire from 343 employees in public and private special education centers. Findings: Occupational stress negatively affects job satisfaction and engagement. Organizational commitment mediates the relationship between engagement and turnover intention, while job satisfaction mediates the association between stress and engagement. Additionally, a supportive work environment moderates the relationship between job satisfaction and engagement. Limitations: The cross-sectional design restricts causal interpretations. Practical Implications: The current study findings offer HR professionals evidence-based strategies to develop stress management programs, strengthen employee engagement, and cultivate supportive work environments, ultimately improving job satisfaction and reducing turnover. Originality/Value: The study offers unique insights into workplace dynamics within high-stress environments, presenting evidence-based strategies for HR management in special education centers Pakistan.