Employee turnover is quite costly. Firstly in terms of finance, secondly there is the possibility to lose knowledge workers and thirdly it may threaten knowledge continuity. Therefore, it is necessary to take care about causes leading to employee turnover. The aim of the paper is, based on the outcomes of primary survey, to identify and describe the specific causes leading to employee turnover and by naming them to suggest changes in human resource management leading to restriction or to complete elimination of such a problematic phenomenon. The results summarize the main causes of employee turnover and divide them according to the outcomes of statistical analyses (correlation, regression and principal component) to internal causes based on personal focus of employee (his/her personal values) into collectivistic and individualistic. The focus on resulted factors and their education as new competence model to managers may limit the cases of negative turnover in practice.
Acta Universitatits Bohemiae Meridionalis (ISSN 1212-3285, online 2336-4297) University of South Bohemia in České Budějovice, Faculty of Economics Studentská 13, 370 05 České Budějovice, Czech Republic Contact: firstname.lastname@example.org; Phone Number: +420 38 777 2486