Employee turnover management is an important aspect of human resource management. The prediction and effective control of employee turnover has become an important content of academic research. Employee turnover directly affects the human resource practices of recruitment and selection, training, and maintaining the workforce. Besides, if a large number of employees leave the organization, workload and overtime for existing employees are heavily increased, and thus, may reduce their productivity level due to low employee morale. In addition, not only it brings negative consequences towards the employees, a high rate of job turnover in an organization may impact its overall performance. Therefore, in order to obtain a high productivity and performance, it is crucial for organizations to gain employees’ support and contribution. The purpose of this article is to review the extant literature on employee turnover intention by focusing on the factors which causes such intentions such as job satisfaction, organizational commitment, job burnout, external employment opportunities and its impact on employee turnover intention. And also, the literature pertaining to the impact of demographic factors such as gender, age, level of education, marital status, service tenure, on turnover intentions is also examined.

KEY WORDS: Job satisfaction, organizational commitment, burn out, turnover intention.