(Plovdiv University Press "Paisii Hilendarski", 2024) Ginina, Bilyana
This review article is dedicated to turnover intention in relation to job satisfaction. The purpose of the review is to present theoretical explanatory models of turnover intention, to systematize and summarize significant factors influencing it. The tasks include to examine current research from the last 5 years, to summarize the variables studied in them, which explain the reasons for turnover in the context of the theoretical models. The research methodology includes theoretical analysis. Hypotheses are: (1) job satisfaction is related to turnover intention in different cultures; turnover intention is influenced by (2) intrinsic, (3) extrinsic, and (4) interpersonal work-related factors. The hypotheses are confirmed. According to the main results of the study, turnover intention is explained in the context of 5 theoretical models: Organizational Socialization Theory (OST), Conservation of Resources (COR) Theory, Self-Determination Theory (SDT), Social Exchange Theory (SET), Job Demands and Resources Model (JD-R). The influence of job satisfaction as a mediator between other variables and turnover intention is discussed. The results of the review are summarized in the context of the five theoretical models explaining the turnover intention.