REVISITING TURNOVER THEORIES: A LITERATURE REVIEW ON THE CENTRAL ROLE OF JOB SATISFACTION

Abstract

This literature review revisits the major theories of turnover by synthesizing classical and contemporary perspectives to clarify the central role of job satisfaction in shaping turnover intention. Although many prior studies have relied on direct-effect models to explain how work-related factors influence turnover, such approaches offer limited insight into the psychological processes underlying employees’ decisions to leave an organization. Drawing on Mobley’s Turnover Process Theory and Herzberg’s Two-Factor Theory, this review highlights job satisfaction as the most consistent affective mechanism that links work experiences to the intention to leave. Contemporary constructs, such as competency development, compensation and benefit, meaningful work, and work-life balance are integrated to reflect the dynamic nature of modern work environments. The proposed conceptual model positions job satisfaction as the key mediator bridging intrinsic and extrinsic factors with turnover intention. This synthesis offers a sharper theoretical understanding of turnover dynamics and provides a foundation for future empirical research to validate the proposed model across diverse organizational contexts.