Abstract— The purpose of this paper is to rectify by studying recent changes in recruitment practices of Pakistani organizations in banking sector. The study employs new institutional theory as a theoretical lens in order to understand how formal and informal sources impact the satisfaction level of resources and their implication on employee retention upon customer sales representatives in the banking sector. The empirical part is based on cross sectional approach and the deductive analysis of data. The data were collected from self administered interviews and questionnaires. The findings indicate that promotion, contingent rewards, operating conditions and nature of work had a significant effect with formal recruitment whereas pay, supervision, fringe benefits, coworker’s attitude and communication had a significant effect with Informal recruitment. Formal and informal sources found to have no significance with employees intension to leave concluding that job satisfaction partially mediates the relationship of intention to leave.
— Informal recruitment, formal recruitment, Job satisfaction, intension to leave.
Sara Sameen is with the National University of Computer and Emerging Sciences, Lahore, Pakistan (e-mail: firstname.lastname@example.org).
Cite: Sara Sameen, " Employee Hiring through Informal and Formal Sources of Recruitment an Implication for Job Satisfaction and Intension to Leave," International Journal of Innovation, Management and Technology vol. 7, no. 6, pp. 286-291, 2016.