Brain Drain: What factors may predict turnover intention?

Abstract

This is a quantitative study where the main object was to find what factors that may predict turnover intention. The basis was different theoretical movements within motivation, competence development and job satisfaction, and data was gathered through a questionnaire deployed in a Norwegian anonymous organization with over 600 employees. The final number of respondents was 258. Using hierarchical multiple regression the findings indicate that 65,9 % of the total variance in turnover intention is based on the employee’s experience of the organizations HR investments, their job satisfaction or how satisfied they are with their salary. The main findings, some practical implications of these findings and possible limitations of this study are mentioned at the end of this thesis.