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Effects of Individual Characteristics and Work Related Factors on the Turnover Intention of Accounting Professionals

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  • Ibrahim Halil Seyrek
  • Ayhan Turan

Abstract

Employee turnover is very costly for organizations. Apart from costs related to hiring of new employees, loss of experienced personnel may lead to a variety of problems in organizations such as decrease in productivity, loss of hard-won expertise, and low employee morale. Therefore, organizations are very interested in factors related to turnover of their employees so that they can take measures to lower turnover rate. In this study, based on data from 151 accounting professionals, we studied factors related to turnover intention of accounting professionals in Turkey. As a result of the study, we found that supervisory behavior, compensation and benefits, and work-life balance are factors that have statistically significant negative effects on the turnover intention of accounting professionals. On the other hand, work attributes don’t have a statistically significant effect on turnover intention. Moreover, turnover intention of accounting professionals change based on marital status and age. But gender doesn’t influence turnover intention.

Suggested Citation

  • Ibrahim Halil Seyrek & Ayhan Turan, 2017. "Effects of Individual Characteristics and Work Related Factors on the Turnover Intention of Accounting Professionals," International Journal of Academic Research in Accounting, Finance and Management Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Accounting, Finance and Management Sciences, vol. 7(1), pages 236-244, January.
    • Handle: RePEc:hur:ijaraf:v:7:y:2017:i:1:p:236-244
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    References listed on IDEAS

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    1. Beauregard, T. Alexandra & Henry, Lesley C., 2009. "Making the link between work-life balance practices and organizational performance," LSE Research Online Documents on Economics 25224, London School of Economics and Political Science, LSE Library.
    2. Lilis Surienty & T. Ramayah & May-Chiun Lo & Azlin Tarmizi, 2014. "Quality of Work Life and Turnover Intention: A Partial Least Square (PLS) Approach," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 119(1), pages 405-420, October.
    3. Roderick D. Iverson & Donna M. Buttigieg, 1999. "Affective, Normative and Continuance Commitment: Can the ‘Right Kind’ of Commitment be Managed?," Journal of Management Studies, Wiley Blackwell, vol. 36(3), pages 307-333, May.
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    Cited by:

    1. Mohammed Samroodh & Imran Anwar & Alam Ahmad & Samreen Akhtar & Ermal Bino & Mohammed Ashraf Ali, 2022. "The Indirect Effect of Job Resources on Employees’ Intention to Stay: A Serial Mediation Model with Psychological Capital and Work–Life Balance as the Mediators," Sustainability, MDPI, vol. 15(1), pages 1-17, December.
    2. Giao, Ha Nam Khanh, 2020. "The effect of emotiomal intelligence on turnover intention and the moderating role of perceived organizational support: Evidence from the banking industry of Vietnam," OSF Preprints chjba, Center for Open Science.
    3. Ha Nam Khanh Giao & Bui Nhat Vuong & Dao Duy Huan & Hasanuzzaman Tushar & Tran Nhu Quan, 2020. "The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam," Sustainability, MDPI, vol. 12(5), pages 1-25, March.

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