Abstract
Employee turnover has always been a matter of concern for organizations. A large degree of employee turnover is highly detrimental to both the organization as well as the employees. How to reduce employee’s turnover intention is a very pivotal challenge . Pay better incentives and employee’s motivational techniques have been useless and old practices of the human resource management. To analyze employee’s turnover intention and its impact on organizational outcomes 100 questionnaires were distributed to the first and middle line employees in selected educational institutions in Bangalore. This is a qualitative research. The study was done through questionnaire. From the econometric analysis, it is found out that turnover intention has influence on attrition factors such as Quality work life , career growth, working hours, personal/family reasons, and relation with internal co – worker, welfare, working condition, and salary..
Key Words: Attrition, Turnover intention.
References
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