Factors Influencing Employees' Intention to Quit

The aim of the master’s thesis is to understand the connections between the perception for current job, potential job opportunities at the same organization and market alternatives and employee’s intention to quit. The definitions of voluntary turnover, job satisfaction and intention to quit were given. The authors elaborated theoretical model describing supposed correlations of factors discussed. The questionnaire was designed to collect relevant data and test the theoretical model. The answers of 194 employees at the age of 18-50 years were analyzed. A moderate negative relationship between job satisfaction and intention to quit was found, as well as between perception of prospects in the current job and intention to quit. The connection between the perception of prospects in the labour market and intention to quit was not confirmed, what distinguishes Russian realities from previously studies conducted in the Western ones. The master's thesis also suggested the ways for further research and practical recommendations for applying the obtained results in companies.