| Abstract: | The main purpose of the study was to identify the Determinant of Employees' Turnover Intention
in AGL Logistics. The study employed descriptive and explanatory method using primary and
secondary data. The study also employed survey method. It had used close ended self-
administered questionnaire which is designed to collect quantitative data. The questionnaire
design includes 4 items of demography, 7 dimensions of determinants of turnover with 36 items
and turnover intention. Independent and dependent variables’ items utilized five Point Likert-
scales. A total of 150 questionnaires were administered and 143 were analyzed with a response
rate of 86.52%. The reliability and validity test were done before analyzing the data. Data
analysis was done by descriptive statistics, correlation and regression analysis using SPSS
20(Statistical Package for Social Science V20). Seven determinant of employee turnover; career
advancement, salary, job security, organizational culture, employee attitude, organizational
commitment, and location of a company, were assessed at AGL Logistics. The study also found
AGL Logistics employees have high intention to leave the company. The other finding was that
all determinant of turnover intention have negative relationship with turnover intention. Besides
this, all determinants of employee turnover were found to be insignificantly associated with
turnover intention. Furthermore, the study found that all determinant of employee turnover
explained turnover intention. The regression model explains about 64.7% of the variance in the
dependent variable i.e. turnover intentions was explained by the independent variables i.e.
organization culture, job security, Salary, career advancement, employee attitude, organization
commitment, and location of a company. Therefore, to reduce turnover intention the policy
makers and/or AGL Logistics management must focus to improve the determinants of employee
turnover that have high impact on turnover intention. |
