Staff turnover is a well-known pattern in any firm, which is necessary for the achievement of each person's learning cycle and other societal advantages. The many factors that are indicative of changing jobs are examined in this study report. This study demonstrates the direct and indirect effects of work stress and job satisfaction on employee turnover. Employee turnover intention has a work engagement component. It draws attention to how leadership support affects satisfaction level. A sample of 200 respondents was asked to take part in a self-administered survey in order to better grasp the scenario regarding the desire to turnover employees. Only 150 samples were chosen for the study since 50 questionnaires did not provide accurate responses. A non-probability sampling approach is used in the present study work. This sample of individuals was selected from various Haldwani institutions. Surajmal Agarwal Pvt. college, Udham singh Nagar, Delhi Public School, St. Paul Senior Secondary school and Maharishi Vidya Mandir School were the four main clusters that were targeted in order to get the sample data. Findings show that organisational commitment, work happiness, job stress, and leadership support all significantly influence employee turnover.
Key words: Organizational commitment, leadership backing, job satisfaction and stress, turnover intention, Workplace contentment
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