Assessing the Effects of Workplace Contextual Factors on Turnover Intention: Evidence from U.S. Federal Employees

Abstract

Abstract This study delves into the crucial topic of turnover intention among U.S. Federal Employees, shedding light on the workplace factors that play a pivotal role in mitigating this issue. Through the utilization of Ordinary Least Squares (OLS) regression analyses, the study meticulously examines various workplace contextual factors and their impact on turnover intention. The standout finding of the study underscores the paramount importance of opportunities for growth and development (Factor 4) in reducing turnover intention. This emphasizes the significance of investing in employees’ professional advancement and creating avenues for them to expand their skills and progress in their careers. Moreover, the study brings to the forefront additional factors that contribute to decreased turnover intention, such as longer tenure, higher salary, gender (with females exhibiting lower turnover intention), and age. These insights not only provide a nuanced understanding of the dynamics at play but also offer actionable strategies for organizations to address turnover concerns effectively. By identifying these key factors, the study equips HR professionals and decision-makers with valuable guidance for implementing tailored HRM practices aimed at curbing turnover and fostering a more stable and satisfied workforce within the U.S. Federal sector. Ultimately, these findings have the potential to drive tangible improvements in employee retention and organizational performance.