Keywords
Contemporary workplace
Turnover Intention
How to Cite
Abstract
Turnover intention has traditionally been examined through organizational and individual lenses, emphasizing majorly job satisfaction, commitment, compensation, and leadership dynamics. However, this paper shifts the focus to broader societal determinants that subtly yet powerfully shape employees’ decisions to exit. Drawing on sociological and cultural frameworks, it explores how social norms, community expectations, and cultural pressures influence perceptions of loyalty, career mobility, and workplace disengagement. In collectivist contexts, family obligations, societal status, and normative conformity often override organizational incentives, creating a complex interplay between personal agency and communal influence. The study proposes a conceptual model integrating socio-cultural aspects with turnover intention, offering fresh insights for HR practitioners and organizational psychologists. By moving beyond the paycheck, this work invites a rethinking of retention strategies that account for the socio-cultural embeddedness of employee behavior, especially in emerging economies like India.
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