Turnover intention is intention of employees to leave their job that can be defined as a psychological opinion whether employees will remain with the organization (Yuan, Yu, Li & Ning, 2014). ). Similarly, turnover intention can be define as individual conscious and readiness to quit the organization (Lu, Tu, Li & Ho, 2016). High turnover intention will increase the cost for staffing and training new employees (Long, Thean, Ismail & Jusoh, 2012). Studies that tested the connection between turnover intention and actual turnover are limited and show different results to look the effectiveness of intentions as a reliable behavior (Cho & Lewis, 2012). There are several factors that can contribute to turnover intention among employee which are practices of human resources management (HRM); (Santhanam, Kamalanabhan, Dyaram & Ziegler, 2017), job satisfaction; (Saeed, Waseem, Sikander & Rizwan, 2014), leadership styles; (Azanza, Moriano, Molero & Mangin, 2015) and organization commitment; (Azanza, Moriano, Molero & Mangin, 2015).

Keywords: Turnover Intention, Islamic Human Resources Management (iHRM), Islamic Staffing, Islamic Human Resources Management (iHRD), Islamic Performance Management, Islamic Compensation.