Managers can reduce employees intention to quit

Intention to quit is largely influenced by job dissatisfaction, lack of commitment to the organization and feelings of stress, 


However, for managers who are concerned about the impact intention to quit and possible turnover, these are the  factors over which they may have some control.


 In particular, job stressors (e.g. work overload, job ambiguity), which are the factors that trigger the chain of psychological states that lead to intention to quit, can be adjusted.


Supervisor support is a similarly influential mediator which can reduce the  impact of stressors on psychological states and intentions to quit. Monitoring workloads and supervisor-subordinate relationships by management may not only reduce stress, but increase job satisfaction and commitment to the
organization. 


Further, given their importance in quitting intentions, managers need to monitor both the extrinsic and intrinsic sources of job satisfaction available to employees. This in turn may reduce intention to quit, and
subsequent turnover, thereby saving organizations the considerable financial cost and effort involved in the recruitment, induction and training of replacement staff.