The Antecedents of Turnover Intention: A Comprehensive Model to Predict the Turnover intentions

Employee turnover is becoming a cause of sleepless nights for human resource managers in many countries of Asia. Unfortunately, despite employee turnover being such a serious problem in Asia, there is dearth of studies investigating it. The main objective of the study is to explore the antecedents of organizational commitment and turnover intention specifically the impact of factors (i.e. Job security, job stress and person organization fit) on organizational commitment. which, in turn, affected turnover intention and the direct impact of these factors on turnover intention as well as the impact of person organization fit on job stress .In this study, survey questionnaires measuring turnover intention, organizational commitment, Job security, job stress and person organization were administered to 150 employees in working in different job sectors. Data was processed through regression analysis. The results show that job security and person organization fit are the higher contributors in organization commitment. For turnover intention, organizational commitment was the major contributor. The other variables also have significant relationship but those relationships are not so strong. The results of current study may help the human resource management to plan and implement retention strategies to avoid dysfunctional turnover of high quality employees. Limitations of the study and some suggestions for future research are also presented.

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