Reasons for Employees to Leave an Organization.

Abstract

Employee retention is a critical concern for organizations seeking to maintain productivity, morale, and overall performance. Understanding the factors that influence employees' intentions to leave is essential for developing effective retention strategies. This thesis investigates the intricate relationship between various organizational factors—specifically workload, appreciation and recognition of work, behavior of superiors, employee participation, and opportunities for career growth—and employees' intentions to quit. The study employs a mixed-methods approach, utilizing both qualitative interviews and quantitative surveys to gather comprehensive insights. Qualitative interviews were conducted with employees of varying roles and tenures to explore their experiences, perceptions, and reasons for considering leaving the organization. Additionally, a survey was administered to 100 employees to quantify the prevalence of different factors contributing to turnover intentions.

Preliminary findings indicate that excessive workload, lack of appreciation and recognition, and unsupportive managerial behavior are significant contributors to employees' intentions to leave. These findings highlight the importance of addressing organizational practices and policies to enhance employee retention. By examining the interplay between organizational factors and turnover intentions, this thesis aims to provide actionable recommendations for organizations to mitigate turnover and foster a supportive work environment conducive to employee satisfaction and long-term commitment.