Psychological Drivers of Employee Turnover: The Mediating Role of Organizational Commitment in Modern Workplaces

This study explores the psychological underpinnings of employee turnover in today?s dynamic work environment, emphasizing the critical role of emotional and cognitive factors. Amid digital transformation and shifting workforce expectations, traditional turnover models often overlook the internal emotional drivers influencing employees' decisions to leave. Focusing on voluntary and dysfunctional turnover, this research investigates how perceived psychological contract breach negatively affects organizational commitment, which in turn mediates turnover intentions. Using quantitative data analysis, the study reveals moderate levels of contract breach, emotional exhaustion, leadership dissatisfaction, and workplace meaninglessness among employees, highlighting their combined impact on retention challenges. The findings confirm that unmet psychological needs and leadership gaps contribute significantly to turnover, while organizational commitment partially mediates this relationship. This integrative psychological framework offers practical insights for HR strategies aimed at enhancing employee well-being, strengthening commitment, and reducing turnover risks by addressing emotional exhaustion, recognition deficits, psychological safety, and job insecurity. The study underscores the necessity of emotionally intelligent leadership and value-aligned workplace cultures in fostering sustainable employee engagement.