All things being equal, a younger workforce will have more job and company changes than an older workforce. Company performance is another determinant of employee turnover. People are less likely to leave a company that they identify with and can take pride in its positive business and community performance. This appears to be true for both Western and Eastern cultures. A recent study in The Society of Personality and Social Psychology indicated that the best indicator of turnover for both Britain and Japan was lack of identification with the employing organization.
Company culture is another strong determinant of turnover intentions.
Skills - The emphasis an organization places on developing the skills of its employees will have an impact on turnover. A survey of 1000 companies with 50 or more employees conducted by the U.S. Department of Labor's Bureau of Labor Statistics found a negative correlation between a companies turnover and its level of training expenditure. Companies with low turnover rates spent more than twice those with high turnover rates. Leadership - Leadership problems are also frequently associated with turnover. Conflicts with immediate supervisors are often mentioned in exit interviews.