Behavioral and Organizational Determinants of Employee Attrition in Contemporary Workplaces: Insights from Work-Life and Socio-Demographic Factors

Abstract

The behavioral predictors of employee attrition through examination of the impact on organizational, psychological and work-life factors by using a structured employee data set. The study is based on the quantitative, cross-sectional research design that involves the use of logistic regression and descriptive analyses in determining some of the key predictors of employee turnover. The results indicate that job satisfaction, work-life balance and promotion opportunities lower the attrition risk substantially, and overtime and longer commute ranges raise the turnover risk. Other organizational factors like leadership prospects and reputation of a company also lead to retention of employees as they provide a good experience and involvement in the workplace. Also noted in the results is the significance of behavioral responses where the perceptions and experiences of the employees are vital in determining the attraction decisions. It has a high predictive performance in the model, which shows the strength of the approach to the analysis. The study is a valuable contribution to the topic of employee attrition as it contains the limitations associated with the use of proxy measures to capture psychological constructs as well as the lack of cross-cultural variables. The results have practical implications to organizations that aim to come up with an effective retention program through improving work-life balance, job satisfaction and creating supportive organizational environments.