Reduction In Turnover Research Articles

Research on Organizational Commitment and Management Development Path under Enterprise Human Resource Management

Organizational commitment is the psychological link between enterprises and employees, and whether employees stay or not is directly related to the development level and organizational structure of enterprises. In recent years, many scholars have studied it. From the theoretical overview, The value of organizational commitment under human resource management, and the strategy of promoting organizational commitment and management development under human resource management are studied. The analysis shows that organizational commitment under human resource management has three values: strengthening market competitiveness, effectively avoiding or reducing employee turnover, and comprehensively optimizing enterprise development environment. Moreover, the following strategies are proposed: to establish a scientific and fair compensation mechanism, to design a sustainable enterprise development plan, and to create a good development atmosphere for enterprises.

Role of patient safety attitudes between career identity and turnover intentions of new nurses in China: A cross-sectional study.

Patient safety is a key priority for healthcare systems, which is not only about the safety and quality development of health care but also about the safety of patients' lives. However, there has been little research exploring the relationship between new nurses' willingness to leave, patient safety culture, and professional identity. This study was to explore patient safety for new nurses, examine the relationship between professional identity, patient safety culture, and turnover intentions of newly recruited nurses in China, and validate the mediating role of patient safety culture. From August 2019 to September 2021, we collected data from newly recruited nurses in 5 large tertiary public hospitals in Anhui Province, China using a questionnaire survey. Descriptive analysis, a univariate analysis, Pearson correlation analysis, and mediated regression analysis were used to estimate the current status of patient safety attitudes and the effect of safety culture on career identity and turnover intentions among newly recruited nurses. The turnover intention of 816 newly recruited nurses was 14.16 ± 3.14%. Patient safety culture was positively associated with career identity (r = 0.516, P < 0.01) and negatively associated with turnover intentions (r = -0.437, P < 0.01), while patient safety was also a partial mediator between career identity and turnover intentions. The results showed that the low patient safety attitudes of new nurses in China should not be ignored. The impact of professional identity on patient safety has important practical implications for promoting a culture of safety among new nurses and reducing turnover rates.

A talent management, organisational commitment and employee turnover intention framework for a government department in South Africa

Orientation: Talent management should be used as a strategy to improve organisational commitment and reduce employee turnover intention.Research purpose: The purpose of this research was to develop a talent management, organisational commitment and employee turnover intention framework for a government department in South Africa by determining the relationship between these three variables.Motivation of the study: Most studies focus on talent management and organisational commitment in the private sector, with limited studies conducted on the development of a talent management, organisational commitment and employee turnover intention framework for a government department in South Africa.Research approach/design method: A survey was conducted by using a non-probability sample of 372. A quantitative research approach was used. Data were collected manually by using a questionnaire. Structural equation modelling was used to analyse the data.Main findings: The results of the study showed that talent management acted as a mediator between organisational commitment and employee turnover intention. There was a significant relationship between talent management, organisational commitment and employee turnover intention.Practical/managerial implications: Talent management should form part of a strategic approach to attract and retain talent in the department. Talent management as the mediator explains the causal links between organisational commitment and employee turnover intention.Contribution and value addition: The new knowledge was produced by the development of a framework for talent management, organisational commitment and employee turnover intention at a government department in South Africa.

Organizational Benefits of Human Resource Management Roles in South African State-owned Enterprises

Human Resource Management practitioners have been criticized for lacking business acumen due to the nature of the personnel management concept. There has been a change in Human Resource Management roles from traditional personnel management to Strategic Human Resource Management which seeks to provide organizational competitiveness. This article aims to provide organizational benefits of Human Resource Management to an organization as a result of the Strategic Human Resource Management concept. The strategic nature of Human Resource Management has been revealed in this article as there is evidence of Human Resource Management's contribution to the business success. This paper is a study carried out in a South African State-owned enterprise to identify organizational benefits acquired from Human Resource Management roles. Qualitative research was used in this study, and interviews were administered to obtain data from Human Resource practitioners and departmental supervisors in a state-owned enterprise. 24 participants were purposively selected to provide data for the study. This study revealed that the Human Resource department provides beneficial activities to the organization such as reduction of employee turnover, employee development, employee wellness, and internal communication. The critical discussion provided in this paper would strengthen the body of knowledge on the role of Human Resource Management in improving organizational effectiveness.

SUSTAINABILITY IN THE MALAYSIAN FOOD AND BEVERAGE INDUSTRY: MANAGING EMPLOYEE RETENTION THROUGH PERCEIVED ORGANISATIONAL SUPPORT AND TURNOVER INTENTION

This research investigates the antecedents influencing perceived organizational support (POS) and turnover intention among Malaysian food and beverage industry employees. The findings are expected to assist companies in performing well towards achieving sustainable development and maintaining employee satisfaction. This quantitative research uses the questionnaire survey method and collected 216 valid responses from employees working in the food and beverages industry in the Klang Valley in Peninsular Malaysia. The purposive sampling technique was used in this study and the relationship among variables was analysed. The findings show that out of the three proposed antecedents, organisational justice and supervisor support could significantly influence employees’ decision to stay with their current organization. This research could help organisations, specifically those in the Malaysian food and beverages industry, to ensure business sustainability and increase their retention rates by demonstrating that these two factors are critical in POS and turnover intention, as the cost of employee turnover is high. As there has been limited research in the context of this industry in Malaysia, this research provides the organizations with insight and solutions to overcome and reduce employee turnover issues.

The Role of Corporate Social Responsibility in Promoting Business Growth and Sustainability in the Hospitality Industry

Aims: The aim of the study was to assess the role of corporate social responsibility (CSR) in promoting growth and sustainability in the Kenyan hospitality industry.&#x0D; Research Design: A quantitative descriptive research design was used. This was achieved by administering a fully structured survey questionnaire to 37 participants selected through a purposive convenient sampling method.&#x0D; Place and Duration of Study: The study was carried out on the Kenyan hospitality industry within four months, from February to May 2021&#x0D; Findings: The study findings show that the majority of the companies asserted that CSR activities are primarily important in enhancing the organization's brand image to the prospective and general public as a whole, improving risk management strategies and compliance with ethical business practices. However, other additional benefits of organizations' engagement in CSR include reduced employee turnover, improved organizational culture, improved financial performance, and better legal compliance.

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

PurposeThere are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.Design/methodology/approachThis research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)FindingsThere are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.Research limitations/implicationsThis study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.Practical implicationsPractically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.Social implicationsIn social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.Originality/valueThe originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

Reducing Employee Turnover Intentions in Tourism and Hospitality Sector: The Mediating Effect of Quality of Work Life and Intrinsic Motivation.

Employee turnover causes various organizational disruptions, including economic and social loss and a deficit in organizational knowledge-skill inventory. Considering different forms of organizational disruptions associated with employee turnover, the contemporary literature on organizational sciences has shown serious concern in dealing with the challenge of employee turnover. However, shockingly, the employee turnover rate in the tourism and hospitality sector has been reported to be critically high even at a global level. Moreover, considering the customer-facing nature of this industry, employee turnover has more consequences for the tourism and hospitality sector compared to other segments of the economy. Past literature has acknowledged the role of employee-related corporate social responsibility (ERCSR) activities of an organization in influencing employee behavior. However, a critical knowledge gap in this domain still exists. That is, most of the prior studies tested the impact of ERCSR on positive employee behavior and did not test how ERCSR engagement in an organization may reduce employee turnover intentions, especially in a hospitality context. To fill this knowledge gap, this study aimed to investigate the relationship between ERCSR and employee turnover intentions in a hospitality sector of a developing country. Additionally, the mediating roles of quality of work life and intrinsic motivation were also tested in the above-proposed relationship. The hotel employees were the respondents in this survey who provided their responses related to the study variables on a self-administered questionnaire (n = 278). A hypothetical model was developed and analyzed with the help of the structural equation modeling technique. The results confirmed that ERCSR orientation of a hotel organization significantly reduces the turnover intentions of employees, whereas both quality of work life and intrinsic motivation buffered this association by producing mediating effects. These findings have different theoretical and practical implications, among which the most important implication is to realize the key role of ERCSR in reducing employees’ turnover intentions in a hospitality context. Various other implications are discussed in detail.

To Stay or Leave: A Career Dilemma Faced by Chinese College Counselors

The high turnover rate of Chinese college counselors has become a social issue that is increasingly being concerned about. Many scholars have tried to analyze the reasons for this issue from different perspectives. This study selects a qualitative approach to explore the college counselors’ turnover intention from the perspective of subjective career success while analyzing the relationship between subjective career success and turnover intention. This study finds that the three dimensions of career success criteria could be successfully applied to evaluate counselors’ subjective career success. Career safety and stability can, in combination with the interview results, be incorporated into the measurement of subjective career success under the dimension of external compensation. Meanwhile, college counselors’ subjective career success is correlated with turnover intention. College counselors will evaluate different dimensions of subjective career success and balance the same against their work values. The findings of this study provide empirical support on college counselors’ evaluation of their career status and turnover intention, which helps colleges analyze counselors’ turnover intentions from a new perspective and reduce turnover rate.

Mechanism for implementation of adaptive management of staff in the transport industry

Methods. The results were obtained as a result of the application of methods: systematization and generalization, analysis and synthesis – in the process of considering the main modern approaches to the content of the concept of «adaptive personnel management» of the enterprise; classification and analytical method – in the process of clarifying the constituent elements of the development of adaptive personnel management, specifying the content of adaptive personnel management, researching the factors affecting the productivity of the company's employees. Results. The adaptation system is necessary in order to reduce the time that a new employee usually needs to learn in a new place, to quickly «blend» into the team, to understand the requirements that the company sets for them, and to reach the required level of productivity faster. For a transport company, the adaptation system significantly reduces staff turnover during the trial period, which leads to a reduction in recruitment costs. A competently developed system of adaptation allows the employee who joined the new team to feel more comfortable, and the management – to get the maximum return from his work in the shortest possible time. The company's personnel adaptation program includes goals and a list of tasks within the framework of the responsibilities of a new employee (driver, machinist, freight forwarder, etc.), the terms of their implementation and the expected result, a list of normative documents regulating the work of the unit, necessary for the employee's assimilation adaptation period, as well as other information that contributes to the fastest possible entry into the position of a new employee. Novelty. The issue of adaptation of new employees at the transport enterprise is summarized, the approaches of domestic and foreign scientists to the definition of the essence of the term adaptation are analyzed, the key aspects of worker adaptation are highlighted, and the main tools for the implementation of the adaptation policy are also defined. Systematization of theoretical material was carried out to identify differences and opportunities for improvement of the Adaptation Program at domestic enterprises. The main problems faced by employees during the adaptation period have been determined, and recommendations for building an effective adaptation system at the enterprise have been formulated. Practical value. Development directions of various tools have been formed for the effective construction of adaptation, which allows to provide the transport enterprise with highly qualified and competitive personnel, able to quickly cope with the tasks, demonstrate a sufficient level of professional competence and experience, become part of the team and find a common language with the direct manager. The adaptation system with complex and time-consuming tasks is substantiated, the solution of which affects the reduction of personnel management costs, the reduction of personnel turnover, the improvement of indicators of the efficiency of its work, will form a positive attitude to work, the team and loyalty to the enterprise as a whole.

Turnover in Hotels: The Role of Transformational Leadership, Organizational &amp; Community Embeddedness

Research in the last two decades suggests that job embeddedness may reduce employee turnover. However, little is known about whether this is the case in the hotel industry despite its high turnover rates. Besides, most studies have been conducted in the US, where the job embeddedness construct was developed and tested, suggesting the need to test the job embeddedness-turnover link in other contexts to improve its theoretical accuracy and generalizability. Additionally, while appropriate leader behaviors may enhance follower job embeddedness, empirical studies are sparse. Drawing from the Conservation of Resources theory, this study examines how transformational leaders may address hotel employee turnover by exploring organizational and community embeddedness. Following a bibliometric review of job embeddedness literature over the last 20 years and hypotheses development, data was collected from 312 hotel employees across 12 hotels in Ghana as part of a PhD project in the hotel industry. Using structural equation modelling techniques to confirm the study constructs and test the research model, the study found that at all levels of community embeddedness: high, average, and low, there was full mediation effect of organizational embeddedness on the transformational leadership-turnover relationship. Further, both transformational leadership and community embeddedness were found to positively relate to organizational embeddedness, which in turn related negatively to turnover. However, community embeddedness was not found to moderate the proposed relationship between transformational leadership and organizational embeddedness. Theoretically, this paper contributes to the development of embeddedness and turnover theory by understanding the critical role leaders play in motivating and retaining staff. The practical implications of these findings are discussed with suggestions for the hotel industry to develop better systems and incentives to retain talent.

Effects of Transformational Leadership on Employability and Employee Retention

Employee retention is a major problem for organizations, especially for small and medium-sized organizations, which make up 99.7 percent of U.S. Organizations. Research reveals how leadership style affects employee retention, showing that supervisors who are transformational help to reduce employee turnover. However, little research has assessed the interdependent dynamics of transformational leadership, employability, and employee retention. Furthermore, employability is a sparsely discussed concept in the literature, making it a novel inquiry to consider in the dynamics of employee retention. This research employs agent-based modeling (ABM) to examine the dynamics of employee retention while considering the interdependent nature of modern organizations and workforce. The goal is to look at the relationships between the degree of transformational leadership of leader, the employability factors of individual employees, and employee turnover. The model will input data from previous empirical research to define parameters for these variables in NetLogo. This simulation model shows how workers and leaders interact and how these interactions affect the employability and retention of each employee over time, as well as how employability affects the individual’s turnover behavior once they become dissatisfied with their leader. Results demonstrate that there is a positive relationship between transformational leadership and employability, and transformational leadership and employee retention, in some organizations from the model. This study contributes to organizational research on retention by looking at the dynamic impacts of both transformational leadership and employability in an employee’s decision to leave their organization. Additionally, changes in this study can look at other factors affecting employee retention. The resulting research will impact practice by clarifying the interdependence of leadership and employability on employee retention, leading to new innovations to decrease the turnover in organizations. This model will be replicable and adjustable to look at other factors impacting employee retention that are worth studying.

The Great Resignation: Applying the Lessons of Job Embeddedness to Reduce Employee Turnover

The COVID-19 pandemic has devastated so many and has changed the lives of millions of workers around the world. The pandemic has made it difficult for organizations to meet goals and maintain performance due to record high levels of employee turnover. While management consulting firms continue to provide advice regarding how to mitigate and reduce the effects of dysfunctional voluntary turnover in this period known as the

THE ROLE OF EMPLOYEE COMMITMENT ON ORGANIZATIONAL PERFORMANCE AND THE INTENTION TO STAY

The study attempted to examine critically the influence of employee commitment on organizational performance and intention to stay at Kumasi Metropolitan Assembly (KMA), Kumasi – Ghana. A quantitative research methodology was employed in this study where two hundred and eleven (211) respondents were selected for the study using random sampling. The population consists of civil servants and other categories of work at Kumasi Metropolitan Assembly in Ghana. The questionnaires were distributed to respondents for data collection. Data were analyzed using SPSS. The study found that affective commitment and normative commitment significantly influence organizational performance. The study further found that affective commitment and normative commitment and continuance commitment significantly employees’ intention to stay. In practice, the management of KMA needs to take effective initiatives to increase employee commitment to the organization. Management can provide employees with training, and career development programs and increase their compensational packages. This will influence employees to remain loyal to the organization. This will also reduce employee turnover and intentions to stay in the organization. Also, the study recommends that the Management of KMA and other institutions alike should create value for the work activities and duties carried out by each employee in the organization. Creating value by recognizing individual efforts and rewarding positive behaviors will cause the employees to remain members of the organization because of the perception that they cannot secure better job opportunities elsewhere.

Interest of Bone Histomorphometry in Bone Pathophysiology Investigation: Foundation, Present, and Future.

Despite the development of non-invasive methods, bone histomorphometry remains the only method to analyze bone at the tissue and cell levels. Quantitative analysis of transiliac bone sections requires strict methodologic conditions but since its foundation more 60 years ago, this methodology has progressed. Our purpose was to review the evolution of bone histomorphometry over the years and its contribution to the knowledge of bone tissue metabolism under normal and pathological conditions and the understanding of the action mechanisms of therapeutic drugs in humans. The two main applications of bone histomorphometry are the diagnosis of bone diseases and research. It is warranted for the diagnosis of mineralization defects as in osteomalacia, of other causes of osteoporosis as bone mastocytosis, or the classification of renal osteodystrophy. Bone biopsies are required in clinical trials to evaluate the safety and mechanism of action of new therapeutic agents and were applied to anti-osteoporotic agents such as bisphosphonates and denosumab, an anti-RANKL, which induces a marked reduction of the bone turnover with a consequent elongation of the mineralization period. In contrast, an increased bone turnover with an extension of the formation site is observed with teriparatide. Romosozumab, an anti-sclerostin, has a dual effect with an early increased formation and reduced resorption. Bone histomorphometric studies allow us to understand the mechanism of coupling between formation and resorption and to evaluate the respective role of bone modeling and remodeling. The adaptation of new image analysis techniques will help bone biopsy analysis in the future.

Using the BMD Approach to Derive Acceptable Daily Intakes of Cannabidiol (CBD) and Tetrahydrocannabinol (THC) Relevant to Electronic Cigarette Liquids.

In the past 60 years, Cannabis sativa L. has been an object of increasing interest because of the psychotropic effects of some of its constituents. These effects mainly arise from the cannabinoid Δ9-tetrahydrocannabinol (Δ9-THC). C. sativa species also synthesize and accumulate the non-psychotropic compound cannabidiol (CBD). Due to their therapeutic potential, both cannabinoids are an object of medical research and drug development. More recently, CBD has received increasing interest as an ingredient in electronic cigarette liquids (e-liquids). This trend may have been reinforced by health and disease-related claims, often based on clinical studies, which are used to advertise CBD. CBD liquids may be based on full-spectrum hemp extracts, CBD isolates, or synthetic CBD, all of which may contain some residual levels of Δ9-THC from either natural content (in the extracts) or from possible degradation of CBD to Δ9-THC, which may occur during storage. There is uncertainty about safety regarding the consumption of CBD (and Δ9-THC) in e-liquids. The aim of this publication was to present an approach for a toxicological risk assessment of CBD and Δ9-THC relevant to e-liquids by using the benchmark dose (BMD) approach. Before an analysis to estimate a reference dose (RfD) for both cannabinoids, a systematic review of dose-response data was conducted. The data obtained were analyzed using the BMD approach to derive a benchmark dose lower confidence limit (BMDL). The BMDL was used as a point of departure to estimate the RfD. No adequate human data suitable for dose-response modeling were identified. Based on animal data, the RfD values for the most sensitive endpoints were selected. For CBD, an RfD for acute exposure of 1 mg/kg body weight (bw) was estimated. For Δ9-THC, an acute RfD was found to be 0.006 mg/kg bw. Additionally, the RfD for chronic exposure to CBD was estimated to be 4 mg/kg bw per day. The respective endpoints for CBD were a reduction in norepinephrine turnover and a reduction in uterus weight. The endpoint for Δ9-THC was a change in blood pressure. Because of the limited availability and quality of dose-response data, it cannot be excluded that the estimated RfD values might be afflicted with considerable uncertainties. Therefore, it is recommended to conduct further research on dose-response data, preferably from human studies.

Hypothetical model for on-the-job training through case conferences of public health nurses.

Public health nurses (PHNs) face difficulties supporting vulnerable individuals and families. On-the-job training (OJT) is essential for improving nurses' competencies. However, PHN managers lack the knowledge to systematically implement OJT. The aim of this study was to develop a hypothetical model to systematically promote OJT for PHNs through case conferences (CC). Literature review, based on an integrative approach, has three stages: (1) theoretical framework development, (2) literature review, and (3) modeling. Literature review from five databases (MEDLINE, CINAHL, PsycInfo, Cochrane Central Register of Controlled Trials, Japan Medical Abstract Society) was conducted to identify the OJT process, its outcomes, and the conditions associated with OJT according to the theoretical framework. Based on 18 articles, this model progressed from "OJT process through CC," comprising the CC design, implementation, and evaluation to OJT produced "outcomes through CC." Outcomes included staff perception and behavior changes, improvements in client's condition, and staff turnover reductions. The OJT model involved "conditions for implementing CC as OJT" and "individual and organizational conditions." Future research should incorporate the social, political, and historical contexts of specific practice situations into the hypothetical model to help refine the model to be used in practice.

Turnover Intention Among Insurance Employees: Examining the Role of HRM Practices and Supervisor Behavior

This study investigated the antecedents of employee turnover intentions among insurance employees of Hyderabad, Sindh, Pakistan. A structured questionnaire was used to collect the data based on a seven-point Likert scale from insurance employees of Hyderabad. A structured questionnaire consisting of 18 question items. Data collected by convenience sampling. 100Structured questionnaires were distributed among insurance employees of Hyderabad and based on that data analysis and interpretations were done with the help of SPSS version 22.0 and SEM smart PLS3. SPSS was used to determine descriptive statistics and SEM smart PLS was used to test the hypotheses and model verification.HRM practices were found to be the significant predictors of employee turnover intentions among insurance employees of Hyderabad, Sindh, Pakistan. Whereas supervisor behavior was tested negative with employee turnover intentions. Future Researchers were guided by the suggestions and insights revealed by the current study that HRM practices contribute to decreasing employee turnover intentions. This study also explained the inter-relationship of independent factors(HRM practices and supervisor behavior), which were assumed to be the major predictors of employee turnover intentions. This study particularly focused on employee turnover intentions of insurance employees of Hyderabad and generally insurance employees of the whole province. This study also provided recommendations to insurance companies to reduce employee turnover intentions.

Impact of Ethical Leadership on Employee Turnover Intentions in the Construction Industry

Construction projects are cost-intensive, complex, and challenging ventures that often place employees in a harsh work environment filled with safety hazards. Employees facing such rigid characteristics must also adhere to strict time schedules to complete construction tasks; as a result, construction employees experience high stress that can deplete their psychological resources. Consequently, construction employees develop intentions to quit the organization, commonly known as turnover intentions. This study evaluates the role of ethical leadership in reducing employee turnover intentions in the construction industry. In this study, work exhaustion and psychological contract breach are considered prime antecedents of employee turnover in the construction industry. We collected data from satellite town development projects in Pakistan and performed regression path analysis to assess hypothesized relationships between construction employee turnover intention and its antecedents. The moderating effects of ethical leadership in reducing the impacts of work exhaustion and psychological contract breach were studied. Results revealed that work exhaustion and perceived psychological contract breach positively correlate with construction employee turnover intention; however, ethical leadership significantly reduced the impacts of work exhaustion and psychological contract breach on employee turnover intention. The findings and practical implications of this study can be used to help construction managers act ethically in their managerial duties to retain employees and continue to motivate employees to complete project tasks.

Does Quality of Work-Life in the Fitness Centers Affect the Turnover Intention of Fitness Trainers for Women?

This study aims to examine the effect of work-life quality on women trainers’ turnover intentions in fitness centers. Data were collected from fitness centers for women in metropolitan cities in the western part of Turkey. 243 women fitness trainers participated in the study voluntarily. The work-life quality scale developed by Chen and Farh (2000) and the turnover intention scale developed by Landau and Hammer (1986) were used as data collection tools. Hierarchical regression analysis was used to determine the effect of worklife quality on turnover intention. The analysis showed that the quality of work-life in the fitness centers for women affected the turnover intention of women fitness trainers significantly and negatively (β=-0.358; p&lt;0.01). As a result, this study suggests that organizations should increase the quality of work-life to reduce employee turnover intention.