According to Ongori (2007) refers to the ratio of the number of employee who left during the period being considered divided by the average number of people in that organization during the period.
Employee turnover has also been defined as the rotation of workers around the labor market; between firms, jobs and occupation; and between the stated of employment and unemployment (Abassi et al., 2000). Managers have referred to turnover as the process associated with filling a vacant position and according to Ongori (2007) each time a position is vacated, either voluntarily or involuntarily, a new employee who is hired must be trained and this cycle is referred to as turnover.
Employee turnover can either be voluntary by the employee leaving the organization or involuntary by the organization choosing to let go of the employee through termination. A combination of this two is what constitutes employee turnover of an organization.
There are a myriad of factor that contribute to employee turnover rate going beyond acceptable standards for purposes of this study the following factors will be analyzed; Leadership, technology, work role and work load