Table 1.
Variables considered for the study.
Table 2.
Distribution of variables into constructs based on the literature.
Fig 1.
Proposed conceptual framework.
Source: Authors’ adaptation.
Table 3.
Correlations: (Default model).
Table 4.
Reliability statistics of factors.
Table 5.
Reliability and validity of CFA measurement models.
Table 6.
Goodness-of-fit indices.
Table 7.
Demographic analysis of sample data.
Table 8.
CFA results.
Fig 2.
Measurement model for career growth.
Table 9.
Regression weights.
Table 10.
Mean and standard deviation scores for each surveyed items.
Fig 3.
Measurement model for affective commitment.
Fig 4.
Measurement model for accessibility & availability of various types of treatments.
Fig 5.
Measurement model for normative commitment.
Fig 6.
Measurement model for employee turnover intention.
Fig 7.
Measurement model for all factors.
Fig 8.
Fit indices and parameter estimates of hypothesized model.
Table 11.
Hypothesis testing.
Fig 9.
Mediating effect of affective commitment between career growth and turnover intentions.
Table 12.
Hypothesis testing.
Fig 10.
Mediating effect of continuance commitment between career growth and turnover intentions.
Table 13.
Regression weights.
Fig 11.
Mediating effect of normative commitment between career growth and turnover intentions.
Table 14.
Regression weights.
Table 15.
Regression weights.