Retaining the best employees is of high concern for most organizations and this issue has become a significant focus of attention for many researchers. For this reason, this paper discussed different factors which influence the employee turnover intention-behavior in the organization, specifically to examine the effect of salary, performance appraisal, training & development and career growth (career goal progress, professional ability development, promotion speed, and remuneration growth) on turnover intention. In addition, based on the social exchange theory this paper explains the mediating role of organizational commitment in the relationship between human resource development factors and turnover intention In order to develop a theoretical understanding, a detailed literature review is conducted that includes books, empirical and conceptual papers, a magazine about employee turnover intention and other related factors that influence turnover intention. The suggested framework may also contribute the existing literature on the relationship between human resource practices, career management practices, and employee turnover intention.
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Published by Human Resource Management Academic Research Society (www.hrmars.com)
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