“…An employee's decision to leave may be triggered by factors such as their selfopinion, level of experience within the organisation, job satisfaction, attitude to their job, organisation, supervisor and colleagues and possibilities of securing employment elsewhere. Additionally, family considerations, commitment (Cotton and Tuttle, 1986), job enrichment, job security (Luna-Arocas and Camps, 2008), employment prospects (Munasinghe, 2006), engagement (Macey and Schneider, 2008), compensation (Heckert and Farabee, 2006), potential for advancement and personal development (Grawitch et al, 2007), positive spirits, trust in the organisation (Maertz et al, 2007), supervisor support (Noe et al, 2005) and intraorganisational politics (Byrne, 2005) may create an attitude of whether to remain or leave the organisation to satisfy personal expectations (Rahman and Nas, 2013).…”