Impact of Supportive Work Environment on Employee Turnover Intention with Mediating Role of Organization Commitment: Evidence from Banking Sector

This investigation aims to examine the impact of supportive work environment on employee turnover intention with mediating role of organizational commitment. Questionnaire was used for data collection. The research design of this study is cross sectional. A quantitative research method is used in this study. The study is based on survey research design. Study population comprise of banking employees in Rawalpindi and Islamabad. As it is difficult to gather data from the whole population because of asset imperatives and different restrictions of time, sampling is the commonly utilized technique to gather data. The sample consists of 80 banking employees in Rawalpindi and Islamabad. Cronbach's alpha was utilized in the examination. The value is 0.711 hence greater than 0.70, which means that the instrument is reliable. The mean value of SWE is 3.46500 with standard deviation of 0.468529 and min and max values of 2.600 and 4.400. Furthermore, Organisational Commitment has a mean value of 3.241666663 with min and max values of 2.5555556 and 3.8888888. Turnover Intention has a mean value of 3.38500. The result shows that Organisational Commitment is significantly linked with SWE (r=0.455 & p value <0.05). There is insignificant link between Turnover Intention and SWE (r=-0.133 & p value >0.05). Organisational Commitment is significantly linked with Turnover Intention (r=-0.457 & p value <0.05). The regression results indicate that the value of R is 0.2067 suggesting that SWE explain 67% variation in the dependent variable. Furthermore, in this study we have fit a series of regression models. First using the independent variable we predict the mediator variable. Then we predict the dependent variable using both mediator as well as independent variable. Finally, we predict the dependent variable using the independent variable. The result indicates that independent variable significantly affect mediator variable as well as dependent variable.

who can impact themselves in completing their appointed tasks. Supportive Work Environment (SWE) is described by low degrees of stress, employees feeling increased in value by management and not feeling compromised at work. Hence, the assurance and making of a decent work environment will decide the accomplishment of achieving company's goals.
Vast empirical research affirmed the positive relationship of Organization commitment (OC) to retention (Firth et al., 2004;Carmeli and Weisberg, 2006;Neininger, et al., 2010). Subsequently it would be contended that, if employee's OC level is profoundly significant, probability of their continuation will be high. Organization nowa-days are looking for every single imaginable approaches to propel employee's attachment towards their workplace (Rousseau, 2004). The present HR rehearses found that SWE is generally pertinent to expand commitment towards organization since SWE either shows organizational consideration and backing for employees or makes a feeling of having a place and a positive sentiment of recognizable proof. This study attempts to fill in the gap in the literature by looking at the effect of SWE on OC and also try to predict the impacts of OC on TI. It likewise explores whether OC mediates the impacts of SWE on TI.
As mentioned previously in this study TI is the dependent variable while SWE is the independent variable and OC is the mediator variable. The regression results between these variables are shown in the following section. The independent variable is x, mediator variable is m and dependent variable is y. The sample size is 80. The results indicate that the value of R is 0.2067 suggesting that SWE explain 67% variation in the dependent variable. Furthermore, in this study we have fit a series of regression models. First using the independent variable we predict the mediator variable. Then we predict the dependent variable using both mediator as well as independent variable. Finally, we predict the dependent variable using the independent variable. The result indicates that independent variable significantly affect mediator variable as well as dependent variable. However, in the presence of mediator the independent variable is no longer significant. Hence, the effect of mediation is confirmed. The indirect effect shows that the effect is 0.2091 which is significant, with a 95% confidence interval which did not include zero.

GAP Identification
There is a developing literature related to the impact of SWE on TI. The job that specific attributes of the SWE have on impacting employees' quitting conduct has gotten expanding consideration in the academic literature (see Boxall et al., 2003;Delfgauw, 2007;Cottini et al., 2009;Simons & Jankowski, 2008;Hom & Ellis, 2008). However, this literature has concentrated to a great extent on singular employee or job attributes instead of on the more extensive setting of the work environment. This study presented OC as a supportive measure for employee retention. SWE prompts OC the said relationship has not been tried at this point in the Pakistani setting. Not very many investigations exist where OC is taken as a mediator to address the employees' outcomes (Saks, 2006;Juhdi et al., 2013;Malinen et al., 2013). This examination supports the more extensive perspective on SWE where OC work as mediator to address the employee retention.

Problem Statement
In the context of Pakistan, like other business sectors, banking industry is equally facing a tough competition. The high ET is because of various components including absence of chances for development and improvement, substandard working conditions and abusive supervisor behavior (Saeed et al., 2014). Past exploration has ET in both developing and developed nations. Be that as it may, hardly any examinations have completely analyzed the impact of employee recognition on exchanging intentions in Pakistani banks.

Research Objectives
The research objectives are given below: 1. To examine the impact of SWE on OC; 2. To study the effect of OC on turnover intention; 3. To investigate the mediating role of OC in the relationship between SWE and TI.

Research Questions
The research questions are: 1. Does SWE affect OC? 2. Does OC affect turnover intention? 3. Does OC mediated in the relationship between SWE and TI?
2. Literature Review 2.1 SWE and Employee TI Turnover, at any age, is an organizational withdrawal response that reflects the lower benefits for staying in a specific job as compared to leaving (Adams & Beehr, 1998). A decreasing rate of employee retention rate is turning into a significant issue for each organization nowadays. The worse scenario is when capable employees willfully 43 leaving their present post from the organization (Alias, et al., 2017). Further, if a laborer leaves the association obstinately in view of better extend or employment opportunity disappointment will impact different employees to make a similar bearing, subsequently setting off a marvel of turnover and concentrating on activities to hold them from turning into an infectious in an organization consistently a significant worry by organization's pioneers (Gray, 2012). As per George (2015), employee maintenance is estimating the degree of aim to remain and it apparently was something contrary to TI. Further, disappointments to hold proficient gifts lead to higher enrollment, determination, substitution expenses of new employees (George, 2015), and interruptions of authoritative networks, lower efficiency, and lessen employees' confidence to remain longer because of loss of employees, (Dechawatanapaisal, 2018). Moreover, not just greater expenses of substitution of another employee yet association additionally will bear the expenses of preparing projects to prepare new employees knowledgeable with their new working condition, and the most significant thing is the occasions that they will spend to go to the preparation programs (Dechawatanapaisal, 2018).
In any case, losing employees add to greater expenses to organizations yet far more terrible if the loss of employees is likewise among the best entertainers. In holding employees, particularly the best entertainers, they are requesting various needs and needs in their work. In any case, little organizations battle more than huge organizations since they need to contend with huge organizations' serious extends to employment opportunity searchers in the work showcase. Truly, pulling in the best entertainers must with a more appealing pay and advantages bundle than their past organization (Ghosh et al., 2013).
Some of the employees stay a longer period in a company due to an effective SWE, and among all findings, these are the factors of SWE contributed to a higher retention rate. The factors of SWE were culture beliefs and shared values (Dechawatanapaisal, 2018), and work-life balance (Lee et al., 2018); autonomy, distributive justice, effective communication tools, balance between personal and professional stuffs, a good relationship and socialization with co-workers, open-door policy, challenging assignments/tasks, supervisory and social support, effective supervision, opportunities to training and development, companies culture (George, 2015), appreciation and recognitions to current best performers (Lee et al., 2018;Ghosh et al., 2015) and a positive and SWE, opportunity to be promoted and attractive compensation and benefits offers (Lee et al., 2018;George, 2015;Perryer et al., 2010). In this manner, the noteworthy factor that can impact employee maintenance is a powerful steady workplace. Taking everything into account, employee maintenance is one of the association's top worries to become best businesses among its rivals (Ghosh et al., 2015).
Moreover, other than concentrating on ET rate, employee maintenance goes to be a pointer to the organization on their capacity to start compelling maintenance methodologies and to hold their employees, particularly in keeping the best entertainers (Ozolina-Ozola, 2014; Companies pioneers these days are ceaselessly looking into and overhauling their maintenance techniques as the top need activity by organizations. McCullum (2010), expressed that employee maintenance system turning out to be a piece of the human asset the board work in the organization, and it is one of the administrator's daily agenda. In 2011, likewise referenced in Cardy and Lengnick-Hall's investigation, employee maintenance is one of the primary systems by organizations' human asset the board division since employees particularly the significant ones are the human capital that is adding to a reasonable upper hand for an organization. Further, organizations' pioneers accept employee maintenance methodology likewise adding to the accomplishment of organizations' objectives and targets and make due in the market for the since a long time ago run (Lee, et al., 2018).
Companies need to plan something for retaining its workers in the competitive labour market (Miller & Wheeler, 1992). High turnover rate won't just expand the cost of recruitment process, additionally lessen the influential spirit and drain of intellectual capital; this is not a healthy development of a company (Wang, 2017). As the competition increments in labor market, Companies and businesses need to find a way to keep its work power close by (Miller and Wheeler, 1992). Thinking about the significance, specialists have concentrated on the representative who stops the companies rather than who is entering in it (Price, 2001). Practically all driving firms, independent of their size or the idea of business, attempt to keep up fitting degree of cohesiveness with representatives by creating and rousing them. Extreme weakening and high TI is neither in light of a legitimate concern for boss nor it is useful for career progression of a worker.
As indicated by Cronley and Kim (2017), organizations can be considered as a poor organization in the event that they neglected to conquer the persistent issue of high willful ET rates. The issues of poor standard for dependability occurred in different enterprises and ventures, universally and locally. For example, poor consistency standards among banking experts (Eva, 2017), innovation (programming) experts as revealed in LinkedIn's worldwide study has the most noteworthy ET rate with 13.2% (Corner, 2018), worldwide expert administrations company's employees (Chin, 2018), just as assembling business' employees (Eugene, 2015). Banking firms comprehensively and in Pakistan can't be gotten away from confronting the basic issue of poor consistency standards among their employees.
Since the 2000s, scientists and professionals accepted that by giving a superior and favorable workplace, it has demonstrated a piece of organizations' help to the employees and, thus held gifted employees (Guchait and Cho, 2010;Ghosh and Sahney, 2011). The human asset administrator additionally confronted the issue of employee leaving the organization because of retirement or intentionally acquiescence either in government and private industry, explicitly, expertise lack in different businesses, as such data, correspondence, and innovation, fabricating, mining, development, wellbeing, partnered clinical assistance, and designing. Along these lines, this issue likewise added to extra expenses, particularly on preparing and improvement programs, work investigation and occupation plan, and enrollment and determination (Perryer, Jordan, Firns, and Travaglione, 2010). All in all, the shirking of the ET rate can influence the positive and negative parts of people, society, and organizations. Consequently, organizations should effectively connect with employee maintenance in their key undertaking to stay serious in the work advertise. SWE is considered to be a factor that can help in reducing TI (Futrell, 1999;Certo & Fox, 2002;Kirby & Grissmer, 1993). SWE play a key part in keeping the workers cheerful and submitted. SWE is a focal worry of workers and employers that has regularly been connected with productivity just as with the prosperity of workers (Boxall & Macky, 2009;Macky & Boxall, 2007). The job that specific factors of SWE have on workers quitting conduct has gotten expanding consideration in the scholarly literature (see Scott et al., 2003;Delfgauw, 2007;Taplin & Winterton, 2007;Simons & Jankowski, 2008;Hom & Ellis, 2008;Cottini et al., 2009). Past explores uncovered that the higher the degree of SWE the higher the degree of employee consistency standard (Islam et al., 2018;Gevrek et al., 2017;Ramalho et al., 2018;Adikiah, 2018). Notwithstanding, in different investigations on saw supervisory help toward employee maintenance, it is discovered that there is no huge connection between factors (Alias et al., 2017).
However, this literature has concentrated generally on individual workers or job attributes as opposed to on the more extensive setting of the SWE. Numerous articles find that SWE play an important role in employee TI (Laffaldano & Mushinsky, 1985). In the context of Singapore Tan et al, (2007) identified those SWE commensurate affect turnover intensions. Using proportional random sampling technique, Meirina, Ferdian, Pasaribu and Suyuthie (2019) analyze the influence of SWE towards TI for a sample of 251 respondents. Using simple linear regression findings of the study reveal that SWE influence employee TI by 30.9%. Pasewark and Strawser (1996) find that TI is indirectly affected by work environment and financial compensation.
In New Zealand, Markey, Ravenswood and Webber (2018) investigate the association between SWE and employees' TI. The results suggest quality of the work environment is an important focus of policy to shape quitting intentions. In other studies SWE and TI, it found that there is a negative and significant relationship between SWE and TI, which means that the higher the SWE support, the lower the employee TI rate (Tuzun and Kalemci, 2012). Lingard and Francis (2006) additionally found that SWE in context of supervisory relationship, co-worker relations, perceived companies support moderates the association of work family conflicts and job burnout. Hadwani, Hassan and Sarwar (2017) studied workplace culture association between Job Commitment, Job Satisfaction and work-related performance of TI. Their study findings indicate that workplace culture positively affect Job Commitment as well as Job Satisfaction. However, they fail to find any significant link between Workplace Culture and TI. According to Ghosh and Sahney (2011) in organizations employees TI is negatively affected by well-nurtured environment and Interpersonal relationship. SWE establishes projects to pursue desired behavior and build the discretionary behavior action (Gilbreath, 2004).
In SWE, workers feel upheld and empowered (Ma Prieto and Perez-Santana, 2014). SWE helps the intrigue level of workers towards their occupations which, thusly, improve their profitability (Ma Prieto and Perez-Santana, 2014). Past investigations have uncovered that SWE brings about higher OC (Rhoades et al., 2001) and improved worker retention (Eisenberger et al., 2002). Arnoux-Nicolas, et al. (2016) found that workers TI is positively influenced by adverse working conditions. Their sample consists of 336 French workers.
Then again, an investigation in five global partnerships in China among MNCs' employees found that SWE will decrease TI (Newman et al., 2011). In Western, South Asia, and East Asia contemplates, it affirmed that there is a critical negative connection among SWE and TI (Newman et al., 2011;Islam et al., 2018). An examination by Tuzun and Kalemci (2012) on the protection business' employees in Turkey found that SWE is fundamentally identified with TI. Further, Newman et al.'s (2011) study on five MNCs among employees in China found that there is a significant negative link between SWE and TI. As revealed by studies, SWE statistically influenced TI among workers (Ferreira et al., 2017). Further, Tnay et al.'s (2013) study among Australian pathology company's employees found that SWE has a negative and significant relationship with TI.
Laborers in perilous work environment conditions are in fact bound to leave their present organizations intentionally (Cottini et al., 2011). Each working division fluctuates regarding Workplace Culture, in the event that the workers are motivated, satisfied, at that point that mirrors the Workplace being magnificent in execution prompting the most reduced TI of workers (Kirkman & Shapiro, 2001). Representatives are bound to remain when there is a positive workplace and the other way around (Ghosh et al., 2013). Ramlall (2003) has proposed that individuals endeavor to work for those organizations wherein wonderful workplace is given and representatives' commitments are appropriately esteemed. Alias et al.'s (2017) explored utilizing measurable investigation, SPSS programming, among 581 IT employees in Malaysia found that there is a positive and critical connection among SWE and employee maintenance. Taking everything into account, it can't be deniable that SWE plays a significant indicator of employee maintenance that measurably builds the degree of employees' aim to remain with the organization (Newman et al., 2011;Gevrek et al., 2017). Therefore, it is hypothesized that: H 1 : SWE negatively influences TI.

SWE and OC
The significance of building a SWE is to draw in possible applicants just as to hold important employees. For example, strong relationship with different associates (Newman et al., 2011), centering to improve underserved zones so as to promptly confront ceaseless difficulties and serious workplace (Juhdi et al., 2013) and where employees work in a domain where they can play out their assignments and obligations in a serene and safe workplace (Danish et al., 2013). In addition, DeLong (2015) proposed several attributes of SWE i.e. clarity, creative and innovative, work under pressure, comfortable working environment, task orientation, autonomy, supervisory support, a culture of teamwork, managerial control, the participation of employees in the decisionmaking process and work pressure.
In an ongoing report, Kundu and Lata (2017) further investigated on SWE and the elements are support from supervisor, Thusly, those elements of SWE referenced in past discoveries were found to improve duty and maintenance level among laborers (Yang, 2013;Kundu and Lata, 2017), employees feel bolstered and energized (Prieto and Perez-Santana, 2014) and work fulfillment (Lambrou, et al., 2014). The higher the SWE the higher the employees' responsibility level just as, influencing the degree of their expectation to remain with the organization (Islam, Ali, and Ahmed, 2018). As indicated by Arnold and Dupre (2012) the higher the SWE will cause employees to feel focused on the organization, and they additionally feel having a decent encounter and second working in the organization.
The two explicit ways recommended by Rousseau (1998) to fortify worker's company commitment are (1) expanding the impression of companies participation (2) showing the employees that they are esteemed by company. The present human asset rehearses found that SWE and training and development (T&D) are the factors generally pertinent to build commitment towards company since these elements either exhibits companies consideration and backing for employees or makes a feeling of having a place and a positive sentiment of recognizable proof.
Some of the work environment variables, general working conditions, co-worker relationship, promotion, supervisor support (Richards, O'Brien, & Akroyd, 1994), participation in decision making (Subramaniam & Mia, 2001), (Casper, Martin, Buffardi & Erdwins, 2002) and Social support (Haggins, 2011) are predictors of OC. Employees get profited by workplace that give feeling of having a place (Miller, Erickson and Yust, 2001) and arrangement of liberal personalization strategies and sound control on workspace (Wells and Thelen 2002) upgrade the inspiration levels of employees to submit with company for a more drawn out period. Henceforth focal point of company must be on the most proficient method to give better working environment in order to keep up better relationship with employees (Levi, 2002). Significant relationship wins between company work atmosphere and employees commitment towards company (Vanaki and Vagharseyyedin, 2009;Valentine, Godkin and Lucero, 2002). Accordingly company which gives representative well-disposed workplace cases a decent feeling of trust among the employees that company cares them and this will end up being a main consideration impressively identified with their commitment. Richman et al. (2008) have stated that OC can be enhanced through perceived companies support; good employee-job fit and perceived companies justice. They further opine that to hold significant employees, companies need to make such an environment that provides immense development openings, career development and person-job fit. SWE corresponding to supportive work-life policies and perceived adaptability are the best indicators of commitment and anticipated retention (Juhdi et al., 2013). Committed employee seems to be increasingly dedicated to the firms and brings great business results (Richman et al., 2008). Workplace environment, supportive work climate, companies' policies and procedures, supervisory relationship and peer relationship are the fundamental components of positive work climate that encourage employee commitment (Shuck et al., 2010). In light of the above conversation, following hypothesis can be expressed: H 2 . SWE is positively related to OC.

OC and Employee TI
OC can be express as the intensity of individual connection with its company (Cooper & Robertson, 1998). OC can be followed back from 1950s when it was introduced as the field of organizational Behavior and it has been a huge matter of interest in each period (Aryee & Heng, 1990). Mowday (1998) portrays some great points of interest of OC, for example, organizational effectiveness, improve performance, reduction in employee's a turnover and reduction in employee's absenteeism. Mowday et al. (1982) defines the OC as somebody's personal feelings about its organization in general. OC according to the Porter et al. (1974) is the "quality of an individual's relationship with and involvement in a specific company" (p35). Salancik and Staw (1977) isolated the OC into two angles: affective commitment and attitudinal commitment and behavioral commitment. The employees with the more elevated level of affective commitment willingly remain with the company (Allen and Meyer 1990). There is a generous writing that means to understand and foresee when an employee chooses to stop a company. This exploration has unequivocally linked ideas of commitment with quitting intentions (Smith et al., 2011). Walk and Simon (1993) relate an employee's longing to take an interest in an organization's exercises with their craving to leave a company, connecting ideas of commitment with turnover. Lee et al. (2004) link quitting intentions with the 'embeddedness' of an employee in a company. Alfes et al. (2013) talk about the 'engaged' employee and links this with TI. They draw on social trade hypothesis to show that employees will be progressively engaged when their work is meaningful, when they have associations with others and when they feel esteemed and trusted by their manager. Alfes et al. (2013) find that engaged employees are bound to remain with an company yet engaged employees who see they have low organizational help were less inclined to remain with the company . The looks into bolstered that absence of commitment is the most quick determinant of intention to stop (Meredith and Smith, 1994;Firth, Mellor, Moore and Loquet, 2004) and commitment to company can significantly diminish the intention to stop (Bagraim, 2010). Subsequently it would be contended that, if employee's OC level is profoundly significant, likelihood of their continuation will be high.
OC is the most fundamental companies result, which has been concentrated to a constrained degree previously and additionally not very much investigated in Pakistan. SWE that employees get from their prompt peers, bosses, and from different offices animates the employee results in type of OC and job fulfillment (Luthans et al., 2008). Employee commitment upgrades the company's results, for example, efficiency, wellbeing, profitability, and turnover (Harter et al., 2002), while organizational engagement improves the employee just as companies performance (Richman et al., 2008). H 3 : OC will be positively related to TI.

Mediation of OC
Wan, Li, Zhou and Shang (2016) contend that and job characteristics, SWE and job resources, may upgrade an employee's OC due to their intrinsically and extrinsically motivating characteristics and, in turn, encourage positive job outcomes, for example, low TI . This means work environment and job characteristics may influence TI by means of the mediation of OC. OC is identified with employee behaviors, intentions and attitudes towards the company (Saks, 2006). OC works as mediating variable between work outcomes and work conditions (Maslach et al., 2001). Malinen et al. (2013) have additionally investigated the mediating impacts of OC between withdrawal attitudes, procedural justice and trust and found that more committed employees are less inclined to leave the company. OC likewise works as a mediator between HR rehearses (job control, performance appraisal, pay satisfaction, person-job fit, career management) and TI (Juhdi et al., 2013). Subsequently, the following hypothesis is proposed: H 4 . OC mediates the relationship between SWE and TI.

Research Hypothesis
H 1 : SWE negatively influences TI; H 2 . SWE is positively related to OC; H 3 : OC is positively related to TI; H 4 . OC mediates the relationship between SWE and TI.

Research Methodology 3.1 Type of Study
This investigation aims to examine the impact of SWE on ET intention with mediating role of OC; hence for that purpose causal research is used in this study.

Population and Sampling 3.2.1 Population of the Study
A survey research design is employed in this study. Study population comprise of banking employees in Rawalpindi and Islamabad.

Sampling Techniques
As it is difficult to gather data from the whole population because of asset imperatives and different restrictions of time, sampling is the commonly utilized technique to gather data. The sample consists of 80 banking employees in Rawalpindi and Islamabad.

Data Collection Procedure
The questionnaire was adopted from previous literature and the data was collected from banking employees in Rawalpindi and Islamabad. The questionnaire comprise of 15 items, measured on a Likert scale. In this study version 23 of the SPSS is used to test hypothesis.

Results and Analysis 4.1 Reliability of Questionnaire 4.1.1 Cronbach Alpha
Cronbach's alpha was utilized in the examination to quantify the unwavering quality of the survey. A value of greater than 0.70 is considered good. From table 4.1 it can be seen that the value is 0.711 hence greater than 0.70, which means that the instrument is reliable.

Descriptive Statistics
The descriptive statistics shows mean, minimum, maximum and standard deviation values. The results are shown in Table 4.12. All variables were rated on a five point Likert scale. Mean values show the concentration of responses. The mean value of Gender is 1.20 with standard deviation of 0.403 and min and max values of 1.00 and 2.00.

Regression Analysis
As mentioned previously in this study TI is the dependent variable while SWE is the independent variable and Organisational Commitment is the mediator variable. This examination researches the effect on quitting intentions of an employee's impression of their workplace. The motivation behind this investigation is to break down the impact of SWE on TI in banking industry in Pakistan. This study attempts to fill in the gap in the literature by looking at the effect of SWE on OC and also try to predict the impacts of OC on TI. It likewise explores whether OC mediates the impacts of SWE on TI. ET is a tricky issue for organizations in Pakistan (Reina et al., 2018). The banking business has made a significant commitment to the Pakistani economy throughout the years. It gives work in the economy as well as channels financing to organizations and individual purchasers. The banking part has additionally added to the improvement of the agricultural division and nearby SMEs (Mughal, 2015). The banking business in Pakistan is enduring because of high ET. The high ET is because of various components including absence of chances for development and improvement, substandard working conditions and abusive supervisor behavior (Saeed et al., 2014). Past exploration has ET in both developing and developed nations. Be that as it may, hardly any examinations have completely analyzed the impact of employee recognition on exchanging intentions in Pakistani banks. The regression results between these variables are shown in the following section. The independent variable is x, mediator variable is m and dependent variable is y. The sample size is 80. The results indicate that the value of R is 0.2067 suggesting that SWE explain 67% variation in the dependent variable. Furthermore, in this study we have fit a series of regression models. First using the independent variable we predict the mediator variable. Then we predict the dependent variable using both mediator as well as independent variable. Finally, we predict the dependent variable using the independent variable. The result indicates that independent variable significantly affect mediator variable as well as dependent variable. However, in the presence of mediator the independent variable is no longer significant. Hence, the effect of mediation is confirmed.
Turnover, at any age, is a hierarchical withdrawal reaction that mirrors the lower advantages of remaining in a particular activity when contrasted with leaving. In this way, the noteworthy factor that can impact employee maintenance is a viable strong workplace. Taking everything into account, employee maintenance is one of the association's top worries to become best bosses among its rivals. SWE is considered to be a factor that can help in reducing TI. SWE play a key part in keeping the workers cheerful and submitted. SWE is a focal worry of workers and employers that has regularly been connected with productivity just as with the prosperity of workers. The higher the SWE the higher the employees' commitment level as well as, affecting the level of their intention to stay with the company. The higher SWE will make employees feel committed for the company, and they also feel having a good experience and moment working in the company. Committed employee seems to be increasingly dedicated to the firms and brings great business results. Workplace environment and supportive work climate are the fundamental components of positive work climate that encourage employee commitment. Hence, SWE is positively related to OC.
OC is the most fundamental companies result, which has been concentrated to a constrained degree previously and additionally not very much investigated in Pakistan. SWE that employees get from their prompt peers, bosses, and from different offices animates the employee results in type of OC and job fulfillment). Employee commitment upgrades the company's results, for example, efficiency, wellbeing, profitability, and turnover, while organizational engagement improves the employee just as company's performance. SWE upgrade an employee's OC due to their intrinsically and extrinsically motivating characteristics and, in turn, encourage positive job outcomes, for example, low TI. This means work environment and job characteristics influence TI by means of the mediation of OC. OC works as mediating variable between work outcomes and work conditions. OC mediates the relationship between SWE and TI.

Conclusion
This investigation aims to examine the impact of SWE on ET intention with mediating role of OC; hence for that purpose causal research is used in this study. This examination researches the effect on quitting intentions of an employee's impression of their workplace. Typical job turnover means to "quit from any job in any term". TI refers to the possibility of an individual to leave its present firm or permanent withdrawal from an organization voluntarily. There are three specific components related with TI First, Thoughts going to leave the organization, second, Intent to look for another job and third, at that point expectation to leave the organization. In the context of Pakistan, like other business sectors, banking industry is equally facing a tough competition. Questionnaire was used for data collection. The research design of this study is cross sectional. The questionnaire was adopted from previous literature and the data was collected from banking employees in Rawalpindi and Islamabad. The questionnaire comprise of 15 items, measured on a Likert scale. Part 1 consists of questions related to respondent's personal information such as: age, gender, qualification and experience etc. Part 2 is related to items about independent and dependent variables. The details of sample characteristics are work experience, qualification, age and gender of respondents.
As mentioned previously in this study TI is the dependent variable while SWE is the independent variable and Organisational Commitment is the mediator variable. This examination researches the effect on quitting intentions of an employee's impression of their workplace. The motivation behind this investigation is to break down the impact of SWE on TI in banking industry in Pakistan. This study attempts to fill in the gap in the literature by looking at the effect of SWE on OC and also try to predict the impacts of OC on TI. It likewise explores whether OC mediates the impacts of SWE on TI. In the context of Pakistan, like other business sectors, banking industry is equally facing a tough competition.
The regression results between these variables are shown in the following section. The independent variable is x, mediator variable is m and dependent variable is y. The sample size is 80. The results indicate that the value of R is 0.2067 suggesting that SWE explain 67% variation in the dependent variable. Furthermore, in this study we have fit a series of regression models. First using the independent variable we predict the mediator variable. Then we predict the dependent variable using both mediator as well as independent variable. Finally, we predict the dependent variable using the independent variable. The result indicates that independent variable significantly affect mediator variable as well as dependent variable. However, in the presence of mediator the independent variable is no longer significant. Hence, the effect of mediation is confirmed.
SWE is considered to be a factor that can help in reducing TI. SWE play a key part in keeping the workers cheerful and submitted. SWE is a focal worry of workers and employers that has regularly been connected with productivity just as with the prosperity of workers. The higher the SWE the higher the employees' commitment level as well as, affecting the level of their intention to stay with the company. The higher SWE will make employees feel committed for the company, and they also feel having a good experience and moment working in the company. Committed employee seems to be increasingly dedicated to the firms and brings great business results. Workplace environment and supportive work climate are the fundamental components of positive work climate that encourage employee commitment. Hence, SWE is positively related to OC.
OC is the most fundamental companies result, which has been concentrated to a constrained degree previously and additionally not very much investigated in Pakistan. SWE that employees get from their prompt peers, bosses, and from different offices animates the employee results in type of OC and job fulfillment). Employee commitment upgrades the company's results, for example, efficiency, wellbeing, profitability, and turnover, while organizational engagement improves the employee just as company's performance. SWE upgrade an employee's OC due to their intrinsically and extrinsically motivating characteristics and, in turn, encourage positive job outcomes, for example, low TI. This means work environment and job characteristics influence TI by means of the mediation of OC. OC works as mediating variable between work outcomes and work conditions. OC mediates the relationship between SWE and TI.

Limitations of the Study
This study has the following limitations:  The sample of the study consists of only 80 employees;  The data is collected from only one sector i.e. banks;  The independent variable is limited to only one.

Future Directions or Recommendations of the Study
This study has the following future research directions:  In future researchers need to extend the sample beyond 80;  Apart from Banking sector other sectors needs to be included;  Other variables needs to be included in the future.