In this competitive environment for the survival of the organization, it is essential to retain competent workforce, and keep them well aligned with organizational objectives. Turnover of employees creates panic situation and unnecessary burden of high recruitment cost. The present study identifies the relationship between job embeddedness and turnover intention. The survey of 119 employees was conducted in Saudi Arabia. The study found no significant relationship between job embeddedness and turnover intention. Negative correlation was found between turnover intention with respect to age and experience of employees. It clearly states that as the employees gain experience, their turnover intent decreases. Age is also an important factor of turnover intention. It was found that older employees showed less turnover intent in comparison to younger employees. The results will provide insights to organization for making effective strategies to keep employees embedded with their jobs and help in reducing turnover intent and actual turnover.

te results in a disruption of operations in the head office, in forms of delays in the provision of data reporting, which causes a disruption in flow of information. This research covers such aspects as colleagues' relationships, work environment, salary level, job satisfaction, and organizational commitment. The primary objective of this paper is to identify different aspects of employee turnover intention. Partial Least Square Method (PLS) is applied to determine the important factors of employee turnover intention. The result shows that job satisfaction and organizational commitment maintained an adverse and significant effect on turnover intention while salary levels had an adverse but not significant effect on turnover intention. Coworkers and workplace relationships also had an adverse and significant effect but had no direct effect on turnover intention.

This study aims to analyze the ability to determine the weight of securities of stocks, bonds, mutual funds and deposits in the implementation of employer pension funds in Indonesia based on variables of asset allocation, portfolio turnover, board size, institutional ownership and diversification of the portfolio performance. The data collection method used was non-participant observation. By using a data pooling technique which combined time series data over period 2016-2018 and a cross section data of 64 Employer Pension Funds (DPPK, Employer Pension Funds), 192 observed analysis units were obtained. The effect of the variables was analyzed by using Structural Equation Modeling (path) as the analysis technique and using LISREL (Linear Structural Relationships) program. The test results showed that the asset allocation strategy had a positive effect on the investment portfolio performance. The same also happened to institutional ownership and diversification variables which also had a positive and significant effect on the investment portfolio performance. However, this study showed that there was no positive effect on the board size and portfolio turnover on the investment portfolio performance. Theoretical and managerial implications and also the limitations of this study are discussed at the end of this study.

Among various indices of job attitudes, job satisfaction has gained especial attention by researchers and employers. Its measurement dates back to older times and the investigation of the influential factors on it are newer. Furthermore, because of its influences on organizations and people, job satisfaction has gained an increasing importance. Among various influential factors on job satisfaction and job turn over, the effect of individual personalities and psychological Well-Being is undeniable. In this article, we identify and categorize the significant factors in the four elements of job turnover, job satisfaction, individual traits and psychological Well-Being. We investigate nine factors of job satisfaction with 36 questions, two factors of the field of job turnover with seven questions, individual personalities with forty four questions and psychological Well-Being with eighteen questions and categorize them after doing a factor analysis. In this categorization, the dimensions of job satisfaction are reduced to seven dimensions. Job turnover is provided into two new dimensions. Individual personalities are categorized in eight main dimensions and the dimensions of psychological Well-Being are reduced to four dimensions. The data of this research has been gathered from 199 employees of Tehran city hall.