2022, Vol. 5, Issue 2

Employee turnover is a major challenge for companies around the world. Higher education is an important building block for any society committed to democracy. The issue of employee turnover has received a great deal of attention from many HR managers and organizational theorists. Colleges and universities implement human resource management strategies that include retention of qualified professors. About 65% of professors are considering quitting college, and nearly 45% of those surveyed say they could consider quitting college altogether, according toa report by Horizon Executive Search firm. Faculty turnover can also lead to low morale, loss of commitment to the institution, and further turnover. Previous studies have shown that faculty satisfaction is an important predictor of turnover intentions. This paper gain insights into the conceptualisation of employee turnover intention and further explores and highlights the causes of faculty turnover intention. The study is based on secondary data from different articles, research papers and literatures. The present study expose the qualitative and exploratory roles in the field of Talent management. Literature reveals important turnover intent being a major challenge of an institution must be given priority in order to minimise the turnover intent rate of a faculty. By reviewing the previous papers it can be concluded that lower level of job satisfaction leads to high level of turnover intention. If employees are satisfied with the current job, they did not intent to leave.