LITERATURE REVIEW TurnoverEmployee turnover in the organization is one of the major issues that largely influence the overall performance of a workplace (Tariq, Ramzan, & Riaz, 2013). Various studies show that employee turnover negatively affects the overall efficiency of the organization (Tariq, Ramzan, & Riaz, 2013). Xiancheng, (2013) stated that employee turnover is a method of resolving personal problems who have decided to stop working with the company to take better advantage of it. There are two types of turnover: voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the psychological contract between employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995), while involuntary turnover inevitably leads to direct negative outcomes such as as current work is characterized by insecurity, work difficulties and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones (2012) concluded that poor management, lack of salary, poor work environment, and scarcity of job opportunities could be the main causes of turnover among organizations. This statement was supported by Kusluvan et al., (2010) in which they had stated that poor management, low salary payment, working environment and lack of job opportunities for employees in the organization will push the employees to quit their job. The situation of turnover intention will appear when workers feel like they want to leave the current job, then voluntary and involuntary turnover will become the final stage for them as a decision (AlBattat and Mat Som, 2013) but it is different for researchers like Mosadeghrad , Ferlie and Rosbenberg (2013) when they conclude that employee turnover… middle of paper… is a practical practice by the human resource management department of any development organization. Furthermore, according to Seta et al., (2000), some researchers have argued that adequate training, job advancement and compensation could increase employee satisfaction with their job and organization (Seta et al., 2000 ). Thus, improving employees' QWL is a prerequisite for increasing organizational productivity. Organizations with high quality of work life (QWL) achieve better productivity and become highly competitive. The impact and effects of QWL on the workforce include reduced absenteeism, lower turnover, and improved employee job satisfaction (Mosadeghrad, Ferlie, & Rosenberg, 2011). Satisfied employees are considered an effective workforce and become an important resource for the effectiveness of the organization (Masri, 2009).