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Loosing Your Best Talent: Can Leadership Retain Employees? The Dilemma of the Banking Sector of Hyderabad Sindh, Pakistan: A Mediation Investigation


  • Nadeem Khalid

    (Universiti Utara Malaysia, Malaysia)

  • Munwar Hussain Pahi

    (Universiti Utara Malaysia, Malaysia,)

  • Umair Ahmed

    (Universiti Utara Malaysia, Malaysia,)


Country expects that commercial banking systems contribute to the overall development, but this development depends upon qualified and competent employees of the commercial banks institutions. Retaining this resource is of utmost importance for higher commercial banks. However, commercial banks are finding it hard to retain competent and qualified faculty in the face of competition from the industry. Retention is becoming a big dilemma for developing countries. The present study investigates the relationship between leadership style, job satisfaction, organization commitment and retention of employee in commercial banks of Sindh, Pakistan. The data was collected from the commercial bank of Sindh whereby, SmartPLS 2.0 was used for data analysis. The results have indicated a strong and positive relationship between leadership style and employee retention. Job satisfaction and organization commitment mediate the relationship between leadership style and employees retention. This study is significant for top management of commercial banks who are facing retention problems. Findings of study could provide them with guidelines regarding to how the leadership style retain talent employees in the commercial bank. Limitation and Future reconditions also discussed.

Suggested Citation

  • Nadeem Khalid & Munwar Hussain Pahi & Umair Ahmed, 2016. "Loosing Your Best Talent: Can Leadership Retain Employees? The Dilemma of the Banking Sector of Hyderabad Sindh, Pakistan: A Mediation Investigation," International Review of Management and Marketing, Econjournals, vol. 6(3), pages 608-616.
  • Handle: RePEc:eco:journ3:2016-03-28

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    References listed on IDEAS

    1. Khilji, Shaista E. & Wang, Xiaoyun, 2007. "New evidence in an old debate: Investigating the relationship between HR satisfaction and turnover," International Business Review, Elsevier, vol. 16(3), pages 377-395, June.
    2. Ismail, Azman & Mohamed, Hasan Al-Banna & Sulaiman, Ahmad Zaidi & Mohamad, Mohd Hamran & Yusuf, Munirah Hanim, 2011. "An Empirical Study of the Relationship between Transformational Leadership, Empowerment and Organizational Commitment," Business and Economics Research Journal, Uludag University, Faculty of Economics and Administrative Sciences, vol. 2(1), pages 1-89, January.
    3. Cam Caldwell & Rolf Dixon, 2010. "Love, Forgiveness, and Trust: Critical Values of the Modern Leader," Journal of Business Ethics, Springer, vol. 93(1), pages 91-101, April.
    4. Christian Vandenberghe & A. Panaccio & K. Bentein & Karim Mignonac & Patrice Roussel, 2011. "Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well-being in neophyte newcomers," Post-Print halshs-00738383, HAL.
    5. Trust Kabungaidze & Nomakholwa Mahlatshana & Hlanganipai Ngirande, 2013. "The Impact of Job Satisfaction and Some Demographic Variables on Employee Turnover Intentions," International Journal of Business Administration, International Journal of Business Administration, Sciedu Press, vol. 4(1), pages 53-65, January.
    6. Somaye Gharibvand & Mohammad Nurul Huda Mazumder & Muhammad Mohiuddin & Zhan Su, 2013. "Leadership Style and Employee Job Satisfaction: Evidence from Malaysian Semiconductor Industry," Transnational Corporations Review, Ottawa United Learning Academy, vol. 5(2), pages 93-103, June.
    7. Leiter, Michael P. & Harvie, Phyllis & Frizzell, Cindy, 1998. "The correspondence of patient satisfaction and nurse burnout," Social Science & Medicine, Elsevier, vol. 47(10), pages 1611-1617, November.
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    More about this item


    Leadership Style; Employee Retention; Organization Commitment; Job Satisfaction; Commercial Bank of Pakistan;

    JEL classification:

    • M5 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics
    • M21 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Economics - - - Business Economics


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