Abstract

Why employees leave their organizations or companies has been a topic of interest to both researchers and managers. There is no doubt that turnover is costly; thus, it is important to understand what leads to such a phenomenon. Is it job satisfaction? Is it the lack of organizational commitment? Is it the lack of training? Is it the employees’ perceived support of both the supervisor/manager and the organization as a whole? Is it organizational climate? Is it organizational justice? This conceptual paper sheds some light on the relevant literature and identifies the antecedents of employees’ turnover. The paper proposes a theoretical framework that shows the variables that explain the phenomenon of turnover intention.

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