ORGANIZATIONAL, ENVIRONMENTAL AND DEMOGRAPHIC VARIABLES OF EMPLOYEE TURNOVER INTENTION

Purpose - This paper explores the factors and causes responsible for employee turnover. Employee turnover has substantial cost for the organization as it is a loss of social capital. Methodology - The data has collected from 252 first line managers and supervisors of textile sector of Pakistan for ascertaining the reasons of employee turnover. The statistical tools employed to analyze the data are correlation and regression analyses. Findings - The determinants of employee turnover intentions have been divided into three factors that are organizational, environmental, and demographic. Organizational (job) related factors are more responsible as compare to other factors of employee turnover Practical Implications - Paper suggests guidelines for the Human Resource Managers for controlling employee turnover such as job related factors are more important for the managers to control employee turnover intention. Originality/Value - Khatri and his colleagues (2001) model adapted, tested and extended the model with job stress variable. Model extended and Empirical evidence received from Textile sector of Pakistan.