Factors Influencing Employees’ Intention to Leave their Job in Uzbekistan

Retaining qualified and skilled workers is crucial in modern organizational dynamics to maintain a competitive edge and achieve organizational success. This study investigates the factors influencing employees’ intention to leave their jobs in Tashkent region of Uzbekistan, with a focus on job satisfaction, job stress, training behavior, and employee turnover. Utilizing a survey methodology, data were collected from 380 respondents who are current employees of various oraganizations through a structured Likert-type questionnaire. The analysis employed descriptive statistics and regression techniques to explore the relationships between independent variables and the dependent variable, intention to leave. The results indicate that job satisfaction negatively correlates with the intention to leave, while job stress and training behavior positively influence turnover intentions. Additionally, employee turnover was found to mediate the relationship between training behavior and intention to leave. These findings underscore the importance of addressing job satisfaction and stress in organizational settings to enhance employee retention. The study contributes to the existing literature by providing empirical evidence from Uzbekistan, highlighting the need for tailored human resource strategies to improve employee engagement and reduce turnover rates.