Workplace factors influencing the turnover intention of civil service employees in Maldives / Aminath Muna

Abstract
Employee turnover is a major problem for many organizations as it affects organizational performance. The same applies to civil service offices in Maldives where it is crucial to retain the employees in order to provide a better service to the public. As such, employers keep a close watch on turnover intention of their employees and try to identify the reasons why employees leave. Thus, this study aimed to investigate the workplace factors that influence turnover intention among the civil service employees of Maldives. This quantitative study gathered data through surveys with a sample drawn from the population. Data was analyzed and presented to meet the research objectives in a coherent manner. The findings of the study revealed that job satisfaction and job stress are related to turnover intention of civil service employees in Maldives. However, no correlation was found between perceived supervisor support, HRM practices and turnover intention. Likewise, demographic variables comprising of gender, age, education level and length of service of employees were not found to make any difference in influencing their turnover intention.

Key terms: turnover intention, civil service employees, job satisfaction, job stress, perceived supervisor support, human resource management practices.