Abstract

By taking into consideration the significant increase in turnover rate in the recent years, we aimed to expand our understanding of the factors influencing employees’ decision to leave the organization and consequently to provide managers and Human Resource Development (HRD) practitioners with more information to bettermanage employees’ undesirable turnover. Thus, the relationship between the theoretically related communication satisfaction’s dimensions and turnover intention was analyzed. A sample of 181 employees working in 11 industries of all three economic sectors was selected for the analysis. Among the five tested dimensions, personalfeedback, supervisory communication, and communication climate were found to be significantly related toturnover intention. Unexpectedly, organizational integration and co-workers communication were notsignificantly related to turnover intention. Additionally, the relationship between supervisory communication andturnover intention was found to be partially mediated by the employees’ affective commitment. Therefore, by keeping employees well-informed about their performance, facilitating the flow of upward and downward communication between employees and their supervisors, and finally by improving communication climate inthe organization, managers will have better chance in preventing employees’ voluntary turnovers.

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