Given the importance of teacher attrition, researchers have used various methods to investigate reasons that teachers want to leave their profession; but little attention has been paid to distinguishing and comparing the contributions of a range of factors to teachers' turnover intention and to investigating and clarifying the potential moderating roles of age, gender, grade level, and cultural context. The aim of the current meta-analysis was to fill the gaps left by omissions in the research. A total of 94 studies, 99 independent samples, and 269 effect sizes were included in this study (n = 39,508). The associations between twelve antecedents and turnover intention were negative, and nine of them were strong. Trust, professional identification, and organizational commitment were the three most important protectors; job satisfaction, climate, justice, support, work engagement, and intrinsic motivation were also important. Burnout, workload, and stress were positively related to turnover intention; and burnout was the most important predictor of teachers' turnover intention. The effect sizes of the demographic variables were small; furthermore, the relationships between most of the antecedents and teachers’ turnover intention were stable regardless of their age, gender, cultural context, and grade level. Burnout and intrinsic motivation showed a stronger relationship with turnover intention in younger teachers (vs. older teachers); specifically, younger teachers with higher burnout and lower intrinsic motivation tended to show higher intention to quit. Gender had a small moderating effect on the relationship between work engagement and intrinsic motivation. Age was negatively related to turnover intention only in the context of collectivist cultures as compared with that of individualist cultures. Limitations, implications, and suggestions for future research are included.

鉴于教师流失的重要性，研究人员使用了各种方法来调查教师想要离职的原因；但很少有人注意区分和比较一系列因素对教师离职意愿的贡献，以及调查和澄清年龄、性别、年级和文化背景的潜在调节作用。当前荟萃分析的目的是填补研究遗漏留下的空白。本研究共纳入 94 项研究、99 个独立样本和 269 个效应量（n = 39,508)。12个前因与离职意向呈负相关，其中9个为强。信任、职业认同和组织承诺是三个最重要的保护因素；工作满意度、氛围、正义、支持、工作投入和内在动力也很重要。倦怠、工作量和压力与离职意向呈正相关；倦怠是教师离职意愿最重要的预测指标。人口统计变量的影响很小；此外，无论年龄、性别、文化背景和年级水平如何，大多数前因与教师离职意愿之间的关系都是稳定的。职业倦怠和内在动机与年轻教师的离职意愿有更强的相关性（与年轻教师相比）。老教师）；具体而言，职业倦怠程度较高、内在动机较低的年轻教师往往表现出较高的戒烟意愿。性别对工作投入和内在动机之间的关系有较小的调节作用。与个人主义文化相比，仅在集体主义文化背景下，年龄与离职意向呈负相关。包括限制、影响和对未来研究的建议。