Determinants of employees’ turnover intention: A conceptual paper

Abstract

Employee turnover is a critical concern for organizations seeking to maintain a stable and productive employee. This conceptual paper investigates the relationship between Human Resource Management (HRM) practices and their influence on turnover intention. The study focuses on specific HRM practices, including Training and Development, Compensation, Performance Appraisal, Job Autonomy, and Career Development. The findings of this study have the potential to provide valuable insights for organizations aiming to reduce turnover rates. It is anticipated that a better understanding of the connections between HRM practices and turnover intention will lead to the development of targeted strategies for talent retention and human resource management. The conclusion drawn from literature support indicates that variables have an influence on turnover intentions. This paper contributes to the existing body of knowledge in HRM and organizational behavior, offering practical implications for HR professionals and managers who seek to enhance employee satisfaction and commitment, ultimately mitigating the costly issue of turnover.