| Abstract: | The theme of this thesis is to identify factors contributing towards turnover intention among the
academic staff of South West Academy. This turnover intention can be measured in the aspects of
personal factors, environment and economic factors, job satisfaction, leadership style, work-life
balance, level of motivation, compensation and benefits and organizational commitment. The
paper had used primary data sources. Five Likert scale Questionnaire was used for data
collection. The study employed descriptive and explanatory research design due to its research
objectives and the target population was employees of southwest academy jemo branch, the
sampling technique used for this research was cenus. In order to achieve the objective of the
study and answer the research questions, a quantitative research approach was used,
incorporating quantitative research methods, and utilizing a cross-sectional research design.
The results of this survey analyzed using descriptive and inferential method with the help of
SPSS version 20. The findings have shown that job satisfaction, work-life balance, leadership
practice, compensation and benefits, organizational commitment, and motivation are the factors
that influence whether the employee will stay in or leave the organization. As illustrated in the
study, the most influential factor for turnover intention was level of motivation and work-life
balance was found to have the highest impact on turnover intention, followed by compensation
and benefits, job satisfaction, organizational commitment, and leadership practices. Therefore, it
has been recommended to fix the factors, such as increasing or enhancing job satisfaction, work-
life balance, implementing leadership development, offering competitive and fair compensation
and benefits, and maintaining organizational commitment. Consequently, by implementing the
insights, the South West Academy can lower or reduce the turnover and increase the involvement
and motivation of the workforce |
