Employee development and turnover intention: theory validation

Purpose – This study aims to examine the pattern of behavior of turnover intentions in developing countries vis‐à‐vis the one in advanced countries through the empirical data from public universities in Khyber Pakhtunkhwa, Pakistan. The study provides empirical evidence from academia in Pakistan, thereby enriching the understanding of similarities or differences in development‐attitude‐behavior relationship. In addition, the study also looks into the social exchange theory and human capital theory that affect employee's attitude and behavior. Design/methodology/approach – The study uses a sample of 329 collected from 16 public universities in the province with about 3,500 population for analysis. The hypothesized relationships are tested using Amos 18 through path analysis. Findings – The results indicate employee's turnover intention is predicted by employee development perceptions. The study validates the theory of development‐attitude‐behavior relationship. Research limitations/implications – The paper carries discussion about the methodology used in the paper, limitations of the research and recommendations for possible future research. Originality/value – This is an empirical study of academia in a region of Pakistan with a sufficiently large sample that has not been carried out earlier. The study has importance for those at the helm of affairs and policy makers.