A Comparative Study on Reducing Employees' Turnover Intention through Management

Employee turnover, a prevalent issue for organizations, incurs significant costs and hinders productivity. Effective management strategies can mitigate turnover intention by fostering a good work environment with growth opportunities and competitive compensation. This paper explores various research objects and approaches to reducing employee turnover intention. Four types of research objects are identified: individual factors affecting turnover, individual factors affecting work engagement, organizational factors affecting turnover, and organizational factors affecting work engagement. The paper also distinguishes between primary and secondary research methods, based on data collection and analysis techniques. Additionally, it reviews literature on leadership, work environment, employee characteristics, and their impact on job performance, work engagement and turnover intention. We find out the importance of transformational leadership and an engaging work environment in enhancing employee engagement and job performance, while laissez-faire leadership has detrimental effects. Employee characteristics also play a significant role in influencing these outcomes.