With related literature discuss the relationship between employee turnover intentions on organizational performance in one detailed paragraph with the latest references

The relationship between employee turnover intentions and organizational performance has been a subject of extensive research in recent years. According to a study by Park and Shaw (2013), there is a negative correlation between turnover intentions and organizational performance. This means that when employees intend to leave the organization, the overall performance of the organization tends to decrease. This is because turnover intentions often lead to actual turnover, which results in loss of skills and knowledge, disruption of team dynamics, and increased costs related to recruitment and training of new employees (Hancock, Allen, Bosco, McDaniel, & Pierce, 2013). Moreover, turnover intentions can also have a detrimental effect on the morale and productivity of remaining employees (Holtom, Mitchell, Lee, & Eberly, 2008). Therefore, organizations should strive to reduce turnover intentions through strategies such as improving job satisfaction, providing opportunities for career development, and fostering a positive organizational culture (Jung, Yoon, & Kim, 2012).

References:

• Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
• Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. Academy of Management Annals, 2(1), 231-274.
• Jung, H. S., Yoon, H. H., & Kim, Y. (2012). The effects of organizational service orientation on person-organization fit and turnover intent. Service Industries Journal, 32(9), 1495-1511.
• Park, T. Y., & Shaw, J. D. (2013). Turnover rates and organizational performance: A meta-analysis. Journal of Applied Psychology, 98(2), 268.