This review identifies causes for inconsistencies in predictor-outcome relationships, in intensity, direction, and relative significance and proposes mitigation strategies alongside a new conceptual framework to advance understanding of the employee turnover process. A review of 130 published studies, selected from three databases, reference sections of prior reviews and meta-analyses, and literature mapping via Litmaps.The review identifies contradictions in the intensity and direction of predictor-outcome relationships and anomalies in the relative influence of predictors. It recommends probable causes and mitigation actions, and advocates a nuanced causal sequence of 'driving force → attitude formation → behaviour/outcome' that accounts for individual, organisational, environmental, and demographic levels. Results may lack generalisability due to the chosen review approach. Researchers are encouraged to further test the proposed propositions. The study offers guidance for developing effective retention strategies and demonstrates how the proposed model can support the building of a strong employer brand, the cultivation of brand ambassadors, and the management of organisational stability and change. The study introduces the concept of contextual conditioning flux, enabling variables to flexibly function as predictors, mediators, or moderators depending on context. The paper addresses an identified gap in understanding how brand-supportive employee behaviour can be facilitated.

Keywords

Turnover, Turnover Intention