Organizational Culture and Turnover Intention in Private Schools: Does Employee Gender Matter? Evidence from a Multigroup Comparison

Abstract

Turnover can disrupt instructional continuity, raise replacement costs, and weaken school-specific knowledge. This study examined the association between employees’ perceptions of organizational culture and turnover intention in private schools in Dera Ismail Khan, Khyber Pakhtunkhwa, Pakistan. PLS-SEM was applied to 238 usable responses from a previously collected doctoral survey. After indicator refinement, both reflective constructs met the reported reliability, convergent-validity, and discriminant-validity criteria. Organizational culture was negatively associated with turnover intention (β = −.392, t = 7.162, p < .001, 95% CI [−.511, −.297]), explaining 15.4% of its variance. For the gender-based permutation analysis, partial measurement invariance was established. The OC→TI coefficient was −.405 for male employees and −.422 for female employees; the difference was not significant (p = .889). Thus, H1 was supported, whereas H2 was not supported.