Job Satisfaction And Intention To Leave: An Investigation Into The Antecedents Of Voluntary Turnover

Abstract of Masters Thesis

The prediction of turnover intentions in organizations is a concept that has seen considerable research over the past  years, having both psychological and financial implications.

158 full-time employees between the ages of 21 and 61 were involved in an investigation into the potential predictors of intention to resign.

A battery of questionnaires  was used on the internet to assess the predictors and criterion.

A hierarchical multiple regression analysis was  carried out which revealed that job satisfaction, organizational commitment, negative affect, met expectations, and organizational characteristics are strong predictors of employees’ turnover intent. An interaction effect was  also found between job satisfaction and commitment on intention to leave.

Future improvements to the study were  proposed and possible additional variables suggested.

Practical implications of the findings were highlighted  and past research studies were referred to.