Organizational Politics, Salary Dissatisfaction, and Employee Turnover Intentions in Pakistan’s Telecom Sector: An Empirical Investigation

Abstract

Employee turnover remains a persistent challenge for organizations worldwide, especially in dynamic service industries such as telecommunications. In Pakistan, the telecom sector is characterized by rapid technological change, customer-centric operations, and high-performance pressures. Among the factors contributing to employee turnover, two are particularly critical: organizational politics and salary dissatisfaction. This research investigates the relationship between organizational politics, low salary, and turnover intentions among employees working in Pakistan’s telecom companies (Ufone, Jazz, Telenor, Zong, and Warid). Drawing upon survey responses from 200 employees, the study employs correlation and regression analysis to examine these relationships. Findings reveal that organizational politics and low salary significantly predict turnover intentions, with organizational politics having a stronger effect. The study highlights the importance of transparent HR policies, equitable compensation, and leadership accountability to reduce turnover.