Abstract:
Employee turnover remains a pressing challenge in the apparel industry, disrupting
productivity and escalating operational costs. Although multiple interventions have
been attempted, the specific factors influencing turnover are still insufficiently
understood. This study was undertaken to identify and evaluate the determinants of
employee turnover within the apparel sector in the Kurunegala District, a region
where the industry plays a vital role in employment generation and economic
development. The research examined three independent variables—salary level, job
satisfaction, and work-life balance—while considering employee turnover as the
dependent variable. A sample of 150 operational-level employees, selected through a
simple random sampling method from apparel factories in the district, provided the
data via a structured questionnaire. Reliability analysis confirmed the instrument’s
strength with Cronbach’s alpha values of 0.919, 0.968, and 0.958. Data were analysed
using descriptive statistics, correlation, and multiple regression analysis through
SPSS. Results showed that salary level, job satisfaction, and work-life balance were
negatively correlated with turnover. However, regression analysis revealed that only
job satisfaction (p=0.005) and work-life balance (p=0.035) significantly influenced
turnover, while salary level (p=0.743) was not statistically significant. The regression
model (R²=0.63) indicated that 63% of the variation in turnover was explained by the
three predictors. The findings suggest that improving job satisfaction and promoting
work-life balance are more effective in reducing turnover than focusing solely on
salary adjustments. The study contributes to turnover literature by challenging the
conventional assumption of salary as the primary driver and highlighting the
importance of non-monetary factors. Limitations include the geographic scope
confined to Kurunegala District and the focus on operational-level employees, which
future studies may expand upon.
