Abstract:
Employee’s withdrawal behaviour affects organizational effectiveness. Withdrawal is the
physical and / or psychological avoidance by employees of their workplace. (Pierce and
Gardner, 2002). This study examines the impact of job satisfaction, organizational
commitment, job involvement and perceived role stressors on managers’ intention to
leave their current jobs. A sample comparing 103 supervisors from 18 garment factories
in the North Western province in Sri Lanka in the study. A structured questionnaire was
used to collect data and it was supplemented by follow-up interviews with a randomly
selected number of respondents. The study tests seven hypotheses using correlation
and regression analysis. The findings indicate that intention to leave has negative
relationships with job satisfaction and organizational commitment, while it has positive
relationships with role ambiguity and role conflicts. Overall model accounted for 14%
variation of intention to leave and suggests the importance of creating favorable job
attitudes towards reducing role stressors and intention to leave or withdrawal attitudes of
supervisors.
