Determinants of employees’ turnover intention

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Abstract

The growing competition for talent and increasing employee turnover intention pose challenges for organizations. This paper examines the effect of employees’ organizational trust, job satisfaction, and perception of organizational performance on intention to leave. The research method used was an online survey, with partial least square structural equation modeling (PLS-SEM). The findings reveal there is an insignificant direct influence of employee organizational trust on turnover intention. Moreover, the impact of job satisfaction and organizational performance on turnover intention was found to be both positive and significant. This paper, therefore, introduces fresh empirical evidence and perspective to augment the body of research on the turnover intentions of employees working at public sector institutions, particularly in the post-COVID-19 context.

Keywords: Organization Trust, Turnover Intention, Job Satisfaction, Organization Performance

Authors’ individual contribution: Conceptualization — I.A., F.A., K.U., and K.H.; Methodology — A.Als.; Investigation — A.Al-K. and A.Als.; Resources — I.A., F.A., K.H., and K.U.; Formal Analysis — A.Alq.; Writing — Original Draft — I.A., K.H., K.U., and A.Alq.; Writing — Review & Editing — I.A., F.A., and A.Als.; Visualization — A.Als.; Project Administration — A.Alq. and F.A.

Declaration of conflicting interests: The Authors declare that there is no conflict of interest.

JEL Classification: M41, M42, C91

Received: 21.04.2023
Accepted: 09.10.2023
Published online: 11.10.2023

How to cite this paper: AlKandari, I., Alsaeed, F., Al-Kandari, A., Alsaber, A., Ullah, K., Hamza, K., & Alqatan, A. (2023). Determinants of employees’ turnover intention. Journal of Governance & Regulation, 12(4), 29–37. https://doi.org/10.22495/jgrv12i4art3