Empirical Analysis of Employee Turnover Intention among Private Female School Teachers in District Peshawar, Pakistan

Teacher turnover in schools is a significant issue affecting education quality, school stability, and student outcomes. This study investigates the determinants of employee turnover intention among private female school teachers in District Peshawar, Khyber Pakhtunkhwa. Specifically, it evaluates the impact of good salary, job security, workload, career growth opportunities, and work-life balance on turnover intention.

A quantitative research approach was adopted, with data collected through a structured questionnaire comprising 58 items measured on a 5-point Likert scale. The sample included 150 respondents selected via multi-stage proportionate stratified random sampling. Statistical analyses, including Pearson correlation, linear regression, and ANOVA, were conducted using SPSS 28.

Findings indicate that work-life balance is the strongest predictor of turnover intention, followed by career growth opportunities and workload. Job security also significantly influences turnover, while the impact of a good salary is statistically insignificant. Correlational analysis reveals strong negative relationships between turnover intention and variables such as work-life balance (r = −0.77), job security (r = −0.68), and good salary (r = −0.79), suggesting that improvements in these areas could reduce turnover rates. Conversely, lack of career growth opportunities (r = 0.75) is positively correlated with turnover. The regression model explains 54.61% of the variance in turnover intention (R² = 0.5461, F-Sig. = 0.001), with work-life balance emerging as the most influential factor (β = 1.2315, p < 0.001).

These findings underscore the need for private schools to prioritize work-life balance, career growth opportunities, and job security to enhance teacher retention. Private schools in District Peshawar should implement support systems, such as workload management and professional development programs, to address key factors influencing teacher retention.