Impact of Organizational Climate on Intention to Leave, moderating role of Career Commitment: An evidence from retail chains in Pakistan

Abstract

Retail chain industry in Pakistan is growing fast. This footwear retail chains industry facing a problem of turnover in frontline employees. Individuals enter a company with their own career plans. Organizational climate plays a vital role in employee intention to leave. This study investigates the moderating role of career commitment on the relationship between organizational climate and employee intention to leave. Sample was collected from frontline employees of footwear retail industry. A total of 206 front-line employees participated in the study. Descriptive statistics and regression analysis are used in this study to examine and analyze the data. The results of the study showed that reward, responsibility and career commitment had a negative significant association with intention to leave while structure has positive significant association with intention to leave and support proved insignificant. Employee career commitment was an efficient moderator in relationship of organization climate and employee intention to leave. Career commitment moderates the relationship between organizational structure and intention to leave negatively while career commitment moderates the relationship between responsibility and intention to leave positively. In presence of career commitment support and reward proved insignificant. The results highlight the bad working environment was associated with the intention to leave in footwear retail chains. The study suggests positive organizational climate and career commitment enhances and exerts frontline employees‘ satisfaction and therefore it is less likely to look for another job at any organization.