Pages: 23-34
Introduction. Employee turnover remains a critical concern for organizations, particularly in postpandemic contexts marked by increased stress and blurred work-life boundaries. This study explores the psychological and cultural determinants of turnover intentions among Romanian employees, with a focus on job satisfaction, stress, organizational commitment, and perceived organizational cultural tightnesslooseness (CTL). Using a quantitative approach, data were collected via an online survey from 197 participants employed in organizations with at least three staff members. Structural equation modeling (PLSSEM), robust regression, and exploratory factor analysis were employed to test both direct and mediating effects.
Aim of the study. Findings confirmed that job satisfaction and organizational commitment significantly and negatively predict turnover intentions, while stress has a significant positive effect. However, contrary to expectations, CTL did not significantly predict turnover intentions, nor did it mediate the effects of stress or satisfaction. These results suggest that CTL may shape employee attitudes but not necessarily behavioral intentions. Cluster analysis further identified vulnerable profiles, such as early-career employees with low satisfaction and high stress. The study contributes to behavioral research by applying CTL in an underexplored regional context and offers practical insights for designing retention interventions. Implications, limitations, and recommendations for future research are also discussed.
