Factors Affecting Employee Turnover Intention Among the Professionals of Construction Industries

The construction sector, which supports the livelihood of over 50 million Chinese workers, is a key component of the growing economy. This study attempts to identify the factors of professional construction employees’ turnover intentions and offer actionable recommendations for enhancing talent retention in this pivotal sector. Respondents were practitioners of construction companies operating in different provinces, that is, Beijing, Tianjin, Hebei, Shaanxi, Guangxi, Fujian, Guangdong, and Zhejiang. SPSS 23.0 was used for data analysis to study correlations between the major variables. There was a clear positive link between intention to leave and work-family conflict (WFC) ( r = .41, p < .01). Employees who had more conflict were more likely to leave their jobs. There is strong negative links between turnover intention and work-family enrichment (WFE) ( r = –.38, p < .01) and perceived organizational support (POS) ( r = –.47, p < .001). Regression analysis showed that WFC was a strong predictor of turnover intention (β = .32, p < .01), but POS (β = −.36, p < .001) and WFE (β = −.29, p < .01) were not. Also, POS linked WFC and WFE to turnover intention, and the interaction terms had a big effect on the model (Δ R 2 = .06, p < .01); moreover, POS had a buffering effect. The study underscores the central role of creating supportive organizational cultures and improving work-life balance in curtailing turnover intentions and maintaining labor continuity in the construction industry. By implementing family-friendly policies, thereby promoting retention and guaranteeing long-run organization.