Assessment Factors Related to Turnover Intention in Sports Organizations

Employee retention is one of the major problems of public and private organizations that many of the organization’s investments are easily eliminated, and the positive results of staff training experience are reflected in another organization. Therefore, the purpose of the present study is to determine factors related to turnover intention in sports organizations.

The study is descriptive-correlational. The statistical population of the study consisted of all 890 employees of the Ministry of Sport and Youth Affairs. The minimum sample size was 268, according to Cochran formula, 260 of which were usable. The statistical sample was selected by systematic random sampling. In this study, the “Flexible Work Arrangement Use Scale,” “The Michigan Organizational Assessment Questionnaire,” “Time-Based Work-Family Conflict Scale,” and “Turnover Intention Scale” were used. After translating the scales, their construct validity was calculated through confirmatory factor analysis and combined reliability as well as Cronbach’s alpha coefficient. SPSS software and version 2 software were used for data analysis.

There was no significant relationship between flexible work facilities (β = 0.008, t = 0.074) and a tendency to quit. There was no significant relationship between job satisfaction (β = -0.189, t = 1.932) and the desire to leave work. There was a significant positive relationship between family-work conflict (β = 0.370, t = 3.759) and the tendency to quit.

Flexible work facilities are a factor in improving work performance that has eliminated the conflict between working with family and leaving work in sports organizations. Therefore, it is recommended that the Ministry of Youth and Sports officials implement flexible work facilities as a work-life balance and a factor to prevent the desire to quit their job.