A Comparative Study of Turnover Drivers Among Real Estate Sales Professionals in Lebanon and the UAE

This study investigates the determinants of turnover intention among real estate sales professionals in Lebanon and the United Arab Emirates (UAE), two markets that represent contrasting economic realities within the MENA region. Drawing on Herzberg’s Two-Factor Theory, Vroom’s Expectancy Theory, and March and Simon’s Push-Pull Model, this study adopts a multidimensional framework to assess the effects of compensation, job stress, career growth opportunities, and work–life balance on employee retention. A quantitative method was employed using a structured questionnaire administered to 832 respondents (425 in the UAE and 407 in Lebanon), and data were analyzed using Structural Equation Modeling. The results reveal that job stress is the most influential predictor of turnover intention, particularly in Lebanon, followed by work–life balance, compensation, and career growth opportunities. These findings underscore the importance of psychological well-being and structural incentives in talent retention. By offering empirical evidence from an underexplored regional labor market, the study contributes to the global turnover discourse and provides comparative insights into the labor dynamics of both a crisis-prone and a high-growth economy. The results carry significant practical implications for HR managers, firm owners, and policymakers, highlighting the necessity of adopting holistic and context-sensitive retention strategies that extend beyond financial rewards to include flexible work arrangements, career development frameworks, and supportive workplace cultures.