Turnover Intention
The likelihood of quitting your job in the near future. A strong predictor of actual turnover and the first sign that a workplace has a problem.
Turnover intention (measured via survey: "I'm thinking about leaving") predicts actual turnover at r=0.40-0.50. It's often the earliest signal of a problem — before people actually leave.
Key drivers: person-job mismatch (wrong RIASEC code), poor management, low pay, burnout, limited growth, and toxic culture.
Personality effects: high Neuroticism + high Agreeableness + low Conscientiousness = highest turnover risk (people suffer in silence, then suddenly quit). Low Neuroticism + high Conscientiousness = lowest turnover (even in bad situations, they persist).
Organizationally: tracking turnover intention helps identify flight risks and problem departments before people actually leave.