<br> Over many years, there has been numerous research carried out on the topic of labour turnover. Employees who are satisfied are likely to stay working for a company and countless research has shown there can be many reasons for dissatisfaction at work which will vary in different situations. <br> One of the main aims of this work was to carry out research into the effects of labour turnover in H&B. This research was undertaken in 2004. This was achieved with individual interviews, focus group and participative observation which sought to get a full understanding of the phenomena from a census of employees who had quit the organisation and those who were still in the organisation. The main drivers of turnover identified were: organisational changes, achievement, the job itself, responsibility, poor staff recognition, pay rates and relationship with senior managers. <br> This research reported the variables that may be predictive of wanting to ‘quit’ H&B. Examining the associations between motivation, job satisfaction, organisational commitment and turnover among employees who ‘quit’ the organisation was the purpose of this research. <br> A total of six employees who ‘quit’ the organisation were interviewed measuring commitment and satisfaction to the organisation for which they had worked. Based on the existing literature I proposed an analysis depicting associations between motivation, job satisfaction, organisational commitment and turnover. The researcher had found positive links between motivation, job satisfaction, organisational commitment, and employee turnover. <br>