[[alternative]]Factors Impact on Employees's Turnover Intention: Evidence on Viet Nam as Example

[[abstract]] 高離職率一直是公司人力資源管理上重要的議題，為了達到離職成本降低的目的，包括僱用，招聘和選拔員工，公司都在努力地降低離職率，並積極地保留優秀的員工。本研究的目的在分析影響員工離職傾向的因素，研究方法採問券調查法，樣本選定對越南胡志明市，並擇選四類型態公司（商業、製造業、金融業、服務業或其他）的上班族作為研究對象，回收有了有效問卷260份。根據本研究的結果發現，領導風格和組織文化對工作滿意度有正面影響；工作壓力對離職傾向有正面影響；工作滿意度對離職傾向有負面影響，然而，組織承諾對離職傾向在統計上不具顯著性。最後，本研究根據上述結果對機構提出解決員工高離職率的方法。[[abstract]] Turnover is a painful issue in organizations, in the world of tough competition the organizations try to minimize their turnover ratio and save their cost, turnover cost consists of hiring, recruiting, and selecting the employees. The purpose of this study to examine the influence of work stress, job satisfaction, and organizational commitment on employee turnover intention and the extent to identify the relationships between factors: work stress, organizational culture, leader style with job satisfaction and job satisfaction with organization commitment. SPSS version 21 was employed to test the theoretical framework from 260 valid responses who are working at the main type of companies including commercial, manufacturing, financial, and service in Viet Nam. Present research findings reveal that there is a significant and positive influence of leadership style and organizational culture on employee job satisfaction. Besides, work stress has a significant and positive influence on employees' turnover intentions, however, job satisfaction, and organizational commitment have a negative influence on employee turnover intention. In the end, solutions and implications were discussed