ORGANIZATIONAL CAREER GROWTH AND TURNOVER INTENTION (STUDY AMONG THE LEVEL 1 EMPLOYEES OF A LEADING APPAREL EXPORTER IN SRI LANKA)

Abstract

The purpose of this research was to investigate how career advancement affects the likelihood of turnover among Executive & Senior Executive (Level 1) employees at XYZ Apparel Ltd in Sri Lanka. As such the primary research objective has been set as; to evaluate how factors related to career growth within the organization affect the intention of turnover among level 01 employees (Executive and Senior Executive) at XYZ Apparel Ltd whereas another four primary objectives have been set to understand the impact of each independent variable (career goal progression, professional ability development, promotion speed and remuneration growth) on employee turnover intention. Hereby, the study used four factors - career goal progress, professional ability development, promotion speed, and remuneration growth - based on the conceptualization of organizational career growth by Weng et al. (2012). Data was collected from 169 voluntary participants who were Level 1 employees at XYZ Apparel Ltd. The study found that all four dimensions of organizational career growth namely, career goal progression, professional ability development, promotion speed and remuneration growth, were negatively related to turnover intention. Furthermore, it was observed that career goal progression, professional ability development, and remuneration growth had a very strong relationship with employee turnover intention. According to the regression analysis it was revealed that, 77.6% of the variance in employee turnover intention can be explained by independent variables.