Factors Influencing Employees’ Intention to Leave Current Employment

Abstract

For companies all around, employee turnover still poses a major obstacle influencing operational stability as well as financial performance. Key elements affecting employees' intention to leave—job happiness, organisational commitment, perceived support, job complexity, and job involvement—are examined in this paper. To guarantee varied representation, 102 staff members were given a structured survey conducted under stratified sampling. The study looked at the correlations between these factors using structural model evaluations and measurements. Results show that job satisfaction and organisational commitment greatly lower turnover intentions; high job stress and unclear career development prospects help to explain greater attrition rates. Our findings, in line with earlier studies (Griffeth, Hom, & Gaertner, 2000), show that workers with high organisational support have less intentions for turnover. Moreover, employee retention depends much on opinions of fairness in job security and compensation (McKnight, Phillips, & Hardgrave, 2009). The paper clarifies the need of using focused retention plans with an emphasis on job involvement, guaranteeing competitive pay, and building encouraging work environments by means of job engagement. Through addressing these elements, companies can reduce turnover risks and increase employee loyalty, hence improving general organisational performance.