Investigating Factors that Influence Employees’ Turnover Intention: A Review of Existing Empirical Works

Abstract

Why employees leave their organizations or companies has been a topic of interest to both researchers and managers. There is no doubt that turnover is costly; thus, it is important to understand what leads to such a phenomenon. Is it job satisfaction? Is it the lack of organizational commitment? Is it the lack of training? Is it the employees' perceived support of both the supervisor/manager and the organization as a whole? Is it organizational climate? Is it organizational justice? This conceptual paper sheds some light on the relevant literature and identifies the antecedents of employees' turnover. The paper proposes a theoretical framework that shows the variables that explain the phenomenon of turnover intention.

Factors Influencing Turnover Intention in a Malaysian Manufacturing Company

“…Organizational commitment also reflects an individual's feelings about the organization as a whole. It can be supported by another research done by [14], the higher DOI 10.18502/kss.v3i10.3171 Page 777…”

“…Therefore, more researches on this issue need to further study in order to obtain more significant findings in reducing employee turnover intention. If not it will be very costly and destructive towards organization [2,14].…”

“…It will be costly in term of the impact company will get on employee morale from losing a talented employee. Those that remain with the company may often feel demotivated thus decreasing in productivity and job satisfaction [14]. Thus, this study become important to know the pattern of turnover intention so that necessary proactive steps and preventive action should be taken to tackle this critical issue.…”

“…of each year been achieved as the success of the organization is highly rely on the sales and volume of their product [14].…”

“…In addition, [11,36,38] found that employees are unlikely will engage to their current work thus actively starting to look another alternative job opportunity to reinstate such emotions such as decision that affect their turnover intention. In another study, [8,14,43] also found that if the employees highly feel satisfied with their current job, they will stay longer in the organization. However, if the employees feel dissatisfied and have the job opportunity at advanced organization, they will leave the organization.…”