Paper Title
An Investigation of the Antecedents of Turnover Intentions

Numerous surveys on turnover intentions consistently highlight the pivotal role of supervisors' leadership styles as a key factor prompting employees to leave. Additionally, research indicates that employees' diverse perceptions of organizational climate significantly impact their behavior. The fairness, rationality, and incentives of the compensation system not only influence employees' attitudes and behaviors toward work but also affect a company's ability to attract and retain outstanding talents. The current study aims to contribute to this limited body of research by offering insights into the antecedents of turnover intention. A cross-sectional study involving 473 employees explores whether demographic variables, leadership style, organizational climate, and the compensation system can account for turnover intention. Bivariate correlations reveal significant associations between leadership style, organizational climate, and the compensation system with turnover intention. Furthermore, multiple regression analyses indicate that the compensation system has the most predictive power for turnover intention, while relationship and responsibility exhibit a less robust predictive power. Keywords: Leadership Style; Organizational Climate; Compensation System; Turnover Intention.