ABSTRACT Employee turnover intention is a prominent concern for businesses worldwide, since it directly impacts workforce stability and operational effectiveness. The objective of this review is to synthesize existing research on turnover intention, examining the different factors that prompt employees to consider resignation. Employing a thorough analysis of works published in English from 1989 to 2024, this study aims to emphasize significant trends, theoretical progress, and empirical advances in the subject. The data demonstrates a noteworthy surge in research attention towards turnover intention after 2006 and further highlights a continued lack of comprehension regarding its long‐term ramifications. To tackle this issue, we have developed an all‐encompassing theoretical framework that incorporates the primary aspects that influence the inclination to quit a job, including job satisfaction, organizational commitment, and work‐life balance. In addition, we pinpoint crucial areas for further investigation, such as the significance of organizational culture/practices and the influence of remote work on turnover intention. This research offers actionable insights for managers and policymakers, enabling them to develop measures that decrease turnover intention and enhance employee retention. The findings are anticipated to enhance the robustness and flexibility of organizational strategies in maintaining workforce stability.
Dhoopar et al. (Mon,) studied this question.
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