Factors Affecting Employee Turnover Intention in a Leading Cashew Retailing Company in Sri Lanka

Abstract

Human resources are regarded as the most precious resources, which is utilized in companies to obtain a competitive advantage. Since humans can manage any resource if they have the necessary skills and knowledge to fulfill the demands of an organization. Therefore, the organization must be smart to engage, select and retain the talented employees in order to maintain the organization productivity. There are certain human resource challenges, such as high labor turnover and absenteeism, which have created a significant barrier to achieving organizational objectives. Therefore, the organization will benefit greatly from the research of "Factors that Effect on Employee Turnover Intention of a Leading Cashew Retailing Company." furthermore; it helps to productivity gains and the creation of a pleasant work culture. The main objective of the study is identifying the Factors that Effect on Employee Turnover Intention and to find out the Turnover Intention level as well as to identify suitable recommendations to minimize Turnover Intention level and retain employees. In order to discover Variables that Influence Employee Turnover Intention, the researcher examined correlations between Employee Turnover and Reward and Recognition, and Opportunities for Career Progression and Working Conditions. The conceptual framework and hypothesis were generated through literature review and findings of correlation and regression by Using SPSS Software. It was found that all dimensions of organizational commitment negatively and significantly affect to turnover intention. The factors such as Reward and Recognition and Opportunities for Career Progression are negligibly correlated with Employee Turnover Intention and Working Conditions are low positively correlated with Employee Turnover Intention. Finally, the researcher has given some recommendations to keep and enhance employee turnover intention level more than existing.