The Relationship Between the Perceived Value of Professional Development, Job Satisfaction, and Intent to Leave

Organizations striving to remain competitive compete in the war for talent in order to recruit and retain employees. Studies assessing intent to leave and turnover suggest numerous strategies to mitigate the revolving door of employees quitting jobs (Allen, 2008; Allen, Bryant, & Vardaman 2010; Lee, Hom, Eberly, & Li, 2018). This study assesses the relationship between the perceived value of professional development, job satisfaction, and intent to leave. Results of the study reveal as one finds professional development, valuable job satisfaction increases. In assessing the relationship between professional development and intent to leave, the results of the study suggest that as professionals find professional development more valuable, intent to leave decreases. Finally, in assessing the relationship between job satisfaction and intent to leave, the results of this study align with previous research. As job satisfaction increases, intent to leave decreases. Researchers such as Allen (2008), Allen et al. (2010), Shuck (2014), and The Conference Board (2018) assert the investment in professional development for employees may improve job satisfaction. Findings from this research confirm the association between professional development and job satisfaction. Therefore, organizations should strive to provide professional development opportunities for employees. Additionally, organizations should consistently seek feedback from employees to determine the professional development needs of employees to improve job satisfaction and mitigate intent to leave (Lee, 2018)