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Table of Contents

Chapter 1: Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Research Questions
1.4 Objectives of the Study
1.5 Significance of the Study
1.6 Limitations of the Study
1.7 Scope of the Study

Chapter 2: Literature Review
2.1 Overview of Employee Turnover Intention
2.2 Job Characteristics and Employee Turnover Intention
2.3 Theoretical Framework
2.4 Previous Studies on Job Characteristics and Turnover Intention

Chapter 3: Research Methodology
3.1 Research Design
3.2 Data Collection Methods
3.3 Sampling Techniques
3.4 Data Analysis Techniques

Chapter 4: Discussion of Findings
4.1 Overview of the Findings
4.2 Relationship between Job Characteristics and Turnover Intention
4.3 Factors Influencing Employee Turnover Intention
4.4 Implications for Organizations

Chapter 5: Conclusion and Summary
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations for Future Research

Brief Overview:

Analyzing Relationship Between Job Characteristics and Employee Turnover Intention

Employee turnover is a major concern for organizations as it can lead to increased costs and decrease in productivity. This study aims to analyze the relationship between job characteristics and employee turnover intention. Job characteristics such as autonomy, task variety, feedback, and social support have been found to influence employee turnover intention.

The literature review will provide an overview of employee turnover intention and job characteristics, as well as the theoretical framework that will guide the study. Previous studies on job characteristics and turnover intention will also be discussed to provide a comprehensive understanding of the topic.

The research methodology will detail the research design, data collection methods, sampling techniques, and data analysis techniques that will be used in the study. The discussion of findings will present an overview of the findings, the relationship between job characteristics and turnover intention, factors influencing employee turnover intention, and implications for organizations.

In conclusion, this study will contribute to the existing literature on employee turnover intention and provide valuable insights for organizations to better manage their employees and reduce turnover rates. Recommendations for future research will also be provided to guide further studies in this area.

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