Determinants of Employees Intention to Leave: A Study from Pakistan

Abstract

In Organizations productivity is a very important issue. There are several factors that determine productivity of an organization. Nowadays Employee turnover is one of those who are considered to be one of the difficult issues in business. The effect of intension to leave has received huge attention from top management(senior executives), human resource professionals and other industrial psychologists has proven it to be one of the most costly and apparently difficult human resource challenges faced globally by different organizations in the whole world. The main purpose of this research is to discover the real causes behind the turnover and its harmful effects on the productivity of many industries. We (the authors) of this document have studied and visited numerous local organizations in both government and private sectors in Bahawalpur, Punjab, Pakistan, and observed the causes of turnover. The real aim of this research paper was to discover the existing reasons of turnover, adverse affects, and possible results that could be useful for their productivity and market shares for local industries.

Conflict at work, job embeddedness, and their effects on intention to quit among women employed in travel agencies: Evidence from a religious city in a developing country

“…According to the findings of Humphrey, Nahrgang, and Morgeson (2007), employees' intention to quit, which defined as planning by an individual to leave their current job in an organization and searching for another job in the near future, is not only limited to job design but it also correlates with the association of a job and an unlimited work environment (Rizwan, Arshad, Munir, Iqbal, & Hussain, ). Specifically, intention to quit an organization stems from the perception that another job suits the capabilities and mental state of the employees (Allen et al, ).…”

The Effect of Trust in Managers on the Organizational Identification and Intention to Quit: A Research on Hospitality Business Employees

“…It was put forward by Rizwan et al (2014) that the impact of the intention to quit has attracted a great deal of attention from various sides like managers, human resources experts, and practitioners in the fields. Furthermore, Islam & Alam (2014) alleged that most of the previous literature outlined the factors that affect the employees' intention to quit or to stay in the organization.…”

Stres Kerja, Lingkungan Kerja Terhadap Turnover Intention Perusahaan

“…Hasil ini menunjukkan bahwa adanya peningkatan stres kerja karyawan dapat meningkatkan turnover intention karyawan. Hasil penelitian ini didukung dengan penelitian yang dilakukan oleh Rizwan et al (2014) yang menyatakan bahwa stres kerja memiliki pengaruh yang signifikan terhadap turnover intention dengan pengaruh sebesar 73%. Begitu pula dengan Rainayee (2013), menemukan bahwa stress kerja memiliki pengaruh signifikan turnover intention.…”

“…Penelitian ini dilakukan sebagai pengembangan beberapa penelitian terdahulu, seperti pada penelitian dari Rizwan et al (2014) hasil penelitian menyatakan terdapat pengaruh yang signifikan antara work stress dengan pergantian tenaga kerja. Menurut Rainayee (2013) menemukan bahwa stress kerja memiliki pengaruh signifikan turnover intention.…”