Determinants of Employee Turnover Intentions in Non-Governmental Organizations in Lebanon

Limited empirical research has examined turnover dynamics in crisis-affected nonprofit settings. The purpose of this study is to examine the determinants of employee turnover intentions in non-governmental organizations in Lebanon. A mixed-methods design was used to analyze the survey data of NGO employees using both multivariate statistical methods and semi-structured interviews with employees and HR professionals. The study was conducted in Lebanon between March and June 2025 and included a sample of 100 NGO employees working in local, national, and international NGOs. Chi-square analysis showed that compensation (χ² = 224.297, p = .008), professional development (χ² = 359.690, p = .000), employment contracts (χ² = 188.577, p = .001), leadership (χ² = 268.746, p = .000), burnout (χ² = 135.701, p = .008), and work environment (χ² = 284.267, p = .002) were significant predictors of turnover intentions. The quantitative data show that adequacy of compensation, clarity of HR policy, leadership quality, career development opportunities, and stability of employment contracts are significant predictors of turnover intentions (p < .05). In the regression models, however, burnout was not found to be significant; qualitative findings indicate that burnout is a latent but significant factor in exit decisions. The study extends turnover theory by contextualizing employee retention dynamics within crisis-affected nonprofit organizations. Placing existing theories of turnover into the context of a crisis-stricken nonprofit organization, the present study helps to expand the literature on human resource management in unstable settings. It provides strategic suggestions regarding the increase in workforce stability in mission-driven organizations

https://doi.org/10.65723/RMSP3063