The Effect of Work Environment, Organizational Justice, and Job Embeddedness on Turnover Intention of Pakistan's Textile Production Employees: The Mediating Role of Work Engagement

Abstract

This research aims to provide researchers with a fresh perspective on the topic of employee turnover in the textile industry of Pakistan by illuminating the connections between work environment, organizational justice, job embeddedness, employee engagement, and turnover intention. By conducting a thorough literature review, researchers are able to identify individual studies that investigated the connection between work environment, organizational justice, job embeddedness, employee engagement, and turnover intention in Pakistan's textile sector. 384 workers in the textile and garment industry in Pakistan provided the data for this study. In order to examine the hypothesized relationships, we used partial least squares structural equation modeling (PLS-SEM). Employee engagement is shown to be most strongly influenced by factors like a positive work environment, organizational justice, and job embeddedness of belonging in one's employment. Employees' intentions to leave the company are impacted negatively by their level of work engagement. Furthermore, the connection between the work environment, organizational justice, job embeddedness, and turnover intentions is mediated by employee engagement. Work engagement is strengthened by all of these factors, and a company's ability to recruit and retain top employees is ensured. For the first time, turnover intention with the work environment, organizational justice and job embeddedness are being considered and studied together in the single research model. Such findings hold important implications for the managers of textile industry in Pakistan to mitigate the issue of employer turnover.