JOB AND ORGANIZATIONAL FACTORS ASSOCIATED WITH EMPLOYEE ATTRITION
Keywords:
Employee attrition, job satisfaction, overtime, business travel, organizational factors, employee retentionAbstract
Employee attrition remains a critical issue fororganizations because it affects workforce stability, operating efficiency,and long-term performance. The present study investigates the job and organizational factors associated with employeeattrition by examining how selected workplace and employee-related variables influence the likelihood of employeesleaving an organization. The study adopts a quantitative and explanatory research design based on a secondary employee-level dataset. After data screening and preparation, descriptive statistics, chi-square analysis, mean comparison tests, andbinary logistic regression were used to identify the significant determinants of attrition. The findings show that attritionis significantly associated with overtime, business travel, distance from home, age, yearsat company, job satisfaction,environment satisfaction, and job involvement. Employees who work overtime, travel frequently, and live farther from theworkplace are more likely to leave, while employees with higher job satisfaction, stronger involvement in their work, andbetter satisfaction with the work environment are less likely to exit. The results also indicate that younger employees andthose with shorter tenure show a higher probability of attrition. The study highlights that employee attrition isshaped byboth job demands and organizational experience rather than by a single factor. It contributes to the employee retentionliterature by offering an integrated view of workplace conditions associated with attrition and provides practical insights for organizations seeking to improve retention through better work design, support, and employee engagement.
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