Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

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自我评价和工作满意度对离职倾向的影响：印度零售业的研究

根据毕马威（KPMG）2017-18年度薪酬趋势调查，损耗是印度零售业的主要问题，该行业在2016财年的损耗率为19.4％。这些组织的重点是通过关注导致离职意图和实际离职的潜在因素来减少离职。本研究旨在探讨工作满意度和核心自我评价对离职意向的影响。该研究的目的还在于观察核心自我评估（CSE）是否能缓和工作满意度和离职意向之间的关系。该研究是使用结构化问卷来测量上述变量。该研究的样本来自在德里和NCR的各种零售组织的347个销售人员。分层多元回归分析表明，工作满意度和CSE均与离职意图负相关。此外，还发现CSE可以缓和工作满意度和离职意向之间的关系，从而使核心自我评价低的员工之间的关系更强。本研究对零售业的决策者具有重要意义。管理人员应使用策略来提高工作满意度，以遏制该部门的高流失率。他们必须意识到人格属性在工作满意度和离职意向之间的关系中所起的调节作用。发现CSE可以缓和工作满意度和离职意向之间的关系，从而使核心自我评价低的员工之间的关系更强。本研究对零售业的决策者具有重要意义。管理人员应使用策略来提高工作满意度，以遏制该部门的高流失率。他们必须意识到人格属性在工作满意度和离职意向之间的关系中所起的调节作用。发现CSE可以缓和工作满意度和离职意向之间的关系，从而使核心自我评价低的员工之间的关系更强。本研究对零售业的决策者具有重要意义。管理人员应使用策略来提高工作满意度，以遏制该部门的高流失率。他们必须意识到人格属性在工作满意度和离职意向之间的关系中所起的调节作用。