Employee Voluntary Turnover

Investigation of employee's voluntary turnover rate is an important organizational issue which has drawn attention for decades. According to Mobley (1982), when an employee decides to retire, organizations and employees can be greatly affected. Researchers who investigated sales found that many variables were scattered throughout the literature on sales and occupational attitudes (Griffeth, Hom & Gaertner, 2000; Maertz, & Griffeth, 2004). Steel (2002) argues that the most qualitatively relevant core model uses work attitudes as the main reason for separation, based on March and Simon's model (1958), dissatisfied

Social affiliation (family members, social clubs, religious organizations, etc.) affects voluntary vacancies of employees, as employees are identified or related and not related to the organization. Individual needs and their social relationships are often consistent. Therefore, personal social attribution may affect retirement or retirement decisions from the organization. Deery (2008) also categorizes employee's reasons for turnover into three categories. The first category is attitude towards work (job satisfaction, organizational responsibility, etc.). The second category is a personal attribute of employee burnout and fatigue. The third category is the work-life balance of employees.

Employee mobility is an inevitable problem for organizations. Because there are many reasons for employees to join or leave the organization. Sales are divided into two subcategories, spontaneous separation and involuntary separation. Gomez - Mejia, Balkan, and Candy (2007) describe voluntary retirement when employees decide to terminate a relationship with an employer for personal or professional reasons. In most cases, the reason for retirement is directly related to the level of job satisfaction that can be achieved by having an employee within the organization or within the organization, which is an attractive option for other organizations.

Organization sales can be divided into two. In other words, it is spontaneous separation and involuntary separation. Spontaneous separation is the intention of employees to retire from the organization and the non-voluntary separation is that employees can not choose to dismiss (Mbah & Ikemefuna, 2012). Spontaneous isolation includes personal job selection opportunities and job seeking behaviors. It is used as the most immediate independent variable of employee behavior and as a dependent variable for many predefined variables that affect employee's voluntary turnover rate (Allen & Griffeth, 1999; Price, 1977). However, perhaps due to long-term illness, death, emigration, or employer-led retirement, employees must be reluctant to separate from their work within the organization (Ongori, 2007). Some employees need special attention for their children or their older relatives and cause unwilling separation