Determinants of Employee Turnover Intentions: A Review
Management Today, Vol. 9, No. 2, August 2009.
13 Pages Posted: 28 May 2014
Date Written: May 28, 2014
Employee turnover has always been a matter of concern for organizations. A large degree of employee turnover may be detrimental to both the organization as well as the employees. Turnover has an impact over the organization’s costs relating to recruitment and selection, personnel process and induction, training of new personnel and above all, loss of knowledge gained by the employee while on job. Additionally, it results in understaffing which in turn lead to decreased effectiveness and productivity of the remaining staff. Turnover may have a negative impact on the employee as well. The individual may lose non-vested benefits and may be a victim of the “grass looks greener” phenomenon. Most often, turnover intention is consequential to actual quitting behaviour. Hence, it is imperative to understand the determinants of turnover intentions so as to arrest the outflow of key personnel and retain competitive edge. This paper reviews existing literature on employee turnover and turnover intentions in order to develop a composite view on the subject and suggest a remedial plan of action to defuse employees’ intentions to quit and augment their effectiveness.
Keywords: Employee turnover intentions, Quitting behavior
JEL Classification: M00, M10
Suggested Citation: Suggested Citation