Abstract of Masters Thesis
The prediction of turnover intentions in organizations is a concept that has seen considerable research over the past
years, having both psychological and financial implications. 158 full-time employees between the ages of 21 and 61
were involved in an investigation into the potential predictors of intention to resign. A battery of questionnaires
was used on the internet to assess the predictors and criterion. A hierarchical multiple regression analysis was
carried out which revealed that job satisfaction, organizational commitment, negative affect, met expectations,
and organizational characteristics are strong predictors of employees' turnover intent. An interaction effect was
also found between job satisfaction and commitment on intention to leave. Future improvements to the study were
proposed and possible additional variables suggested. Practical implications of the findings were highlighted
and past research studies were referred to.