Factors Affect Turnover Intention of Bangkok Air Conditioning Company

Abstract

This study aims to elaborate the human resource department of a Bangkok air conditioning company to understand how to improve the turnover intention of employees based on their perception towards the company. Based on dual relationship, the first examines the relationship between environmental factors and job satisfaction. The second is the relationship between job satisfaction and turnover intention. Turnover intention revealed the likelihood of leaving the current job by an employee. If turnover rate of skilled professionals was high, the organization might lose the human capital, such as skill, knowledge, and trained human resources to his competitors. Thus, turnover of these individuals incurred both replacement costs and a competitive loss of this company. This research studied factors influencing employees’ turnover intention. A total population of 400 questionnaires was quantitatively distributed in an Air Conditioning Company located in Bangkok only. Census survey was adopted. The influences of perception, job satisfaction, and turnover intention were identified through structural equation modeling (AMOS) version 20. The casual relationships among working condition, salary and incentives, supervision, nature of work, career opportunities, job satisfaction, and turnover intention were also confirmed.