The study is aimed at exploring the relationship between CSR & TQM and their simultaneous impact on employee’s turnover intention. Further the mediating role of organizational commitment between TQM, CSR and employee’s turnover intention is also explained. The paper is based on empirical study undertaken on textile-base firms operating in Pakistan, involving the application of CSR & TQM practices and their simultaneous impact on employee’s turnover intentions. A theoretical grounded conceptual model is developed to organize a mechanism through which TQM & CSR impact on employee’s turnover intention with the mediation of OC. With the help of this model 8 hypotheses were developed. To test the hypothesized relationship path analyses were conducted and results were elaborated in SEM. These hypotheses were tested with the help of data collected through questionnaires that were filled from a sample of 100 employees of a dominant firm in textile industry of Pakistan. Theory, and the data collected from employees verified the proposed hypotheses and suggested that if management of an organization wants to sustain its human capital they should incorporate CSR and TQM in their corporate strategy as these variables significantly influence the employee’s intention to leave the organization.
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