2024, Vol. 6, Issue 2, Part E

author(s)
Abdal Ahmed

abstract
This study examines the impact of career path transparency on employee turnover intent, emphasizing the role of clear career progression as a retention strategy. Using a cross-sectional survey design, data were collected from 376 employees across technology, finance, and healthcare sectors through a structured Likert-scale questionnaire. The instrument demonstrated strong reliability (Cronbach’s Alpha = 0.89). Statistical analyses included descriptive measures, independent samples t-tests, one-way ANOVA, Pearson correlations, and multiple linear regression, conducted using SPSS v28. Results indicated that career path transparency was perceived positively (M = 3.82, SD = 0.64), with higher scores among senior-level employees. No significant gender differences emerged, but job level was a significant factor (p = 0.002). Transparency was strongly correlated with employee engagement (r = 0.68, p < 0.001) and negatively correlated with turnover intent (r = -0.61, p < 0.001). Regression analysis revealed that transparency and engagement together explained 31% of variance in turnover intent. Findings suggest that fostering transparent career pathways may significantly reduce turnover rates.