1. Introduction
Employee turnover is a major challenge for today's organizations. Hom and Griffeth (1995) indicates that since employees are recognized to be very important organizational assets; organizational costs incurred due to employees quitting their jobs and the subsequent hiring of replacement personnel, new-hire training, and general costs for administration can be tremendous in terms of personal, work unit and organizational re-adjustments. Therefore, turnover of employees is an important threat for organizations, which necessitates a thorough explanation of its effects. Voluntary turnover is defined as the process by which an employee willingly and voluntarily terminates membership of the organization (Bluedon, 1978). Employees leave their jobs for a variety of reasons, there is consistent research evidence indicating that voluntary turnover can be explained by employees' intention to leave the organization. Turnover intention which is defined as a