Abstract:
This large-scale, multi-country study aims to examine the relation between individual, organizational
and managerial factors and voluntary turnover in a communications technology organization.
A comprehensive review of academic literature on employee turnover theories and meta-analysis
studies is used to introduce turnover hypotheses along with a set of moderating factors.
Linear Probability and Probit models are used to analyze longitudinal employee data from the
organization’s human resource information system. The results indicate that traditional individual,
organizational and managerial factors such as tenure, performance, manager support and employee
rewards have an effect on employee turnover. Specific implications for managers on how to thwart
employee turnover are introduced. This study contributes to the existing research on turnover by
proposing a way in which human resources professionals can diagnose employees at fly risk using
employee records and consequently developing the appropriate retention actions. Research
limitations and future research are discussed.
