Submit your papersSubmit Now
For Enquiries: [email protected]
IIARD LogoIIARD

Factors Affecting the Turnover Intention of Auditors at Independent Auditing Firms in Hanoi City

Le Quoc Chinh

Abstract

This study aims to systematize and synthesize the factors affecting the turnover intention of auditors at independent auditing firms in Hanoi, a highly competitive and distinctive labor market. To achieve this objective, the study employs a systematic literature review method, analyzing and synthesizing secondary data from reputable published scientific works. The research findings indicate that auditors' turnover intention is a complex phenomenon influenced by the strong interaction of multiple factor groups. The "push" factors from within the organization include extreme work pressure during the busy season leading to burnout, work-life imbalance, inadequate compensation policies, and a fiercely competitive organizational culture. Concurrently, the "pull" factor from the outside, which plays a decisive role, is the abundance of attractive job opportunities in large corporations offering better remuneration and lower pressure. These findings carry significant managerial implications, requiring auditing firms to adopt a comprehensive talent retention strategy. This includes developing competitive compensation policies, scientifically managing workloads, fostering a supportive culture with mental health care, and designing flexible career paths. The novelty of this study lies in its pioneering effort to systematically synthesize scientific evidence to clarify the synergistic interaction between "push" and "pull" factors within the specific context of the Hanoi audit market, providing a holistic and in-depth perspective on the industry's core human resource issue.

Keywords

Turnover intentionAuditorsJob stressEmployee retention.

References

Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179–211. https://doi.org/10.1016/0749-5978(91)90020-T Altun, T. (2022). The effect of human resources practices and digital human resources activities on employee wellbeing [Lu?n v?n th?c s?]. Alves, I., Limão, M., & Lourenço, S. M. (2024). Work overload, work–life balance and auditors' turnover intention: The moderating role of motivation. Australian Accounting Review, 34(1), 4–28. Butcher, K., Harrison, G., & Ross, P. (2013). Perceptions of audit service quality and auditor retention. International Journal of Auditing, 17(1), 54–74. Chang, K. C., Hsu, Y. T., Cheng, Y. S., & Kuo, N. T. (2021). How work engagement influences relationship quality: The roles of work motivation and perceived service guarantee strength. Total Quality Management & Business Excellence, 32(11-12), 1316–1340. Doan, T. Y., Nguyen, T. T. N., Le, T. H. H., Hoang, D. H., Nguyen, T. T., & Pham, H. H. (2025). Financial incentives as a tool to retain employees: Evidence from industries with high employee turnover rates in Vietnam. Multidisciplinary Reviews, 8(10), Fishbein, M., & Ajzen, I. (1975). Belief, attitude, intention, and behavior: An introduction to theory and research. Addison-Wesley. Fogarty, T. J., Singh, J., Rhoads, G. K., & Moore, R. K. (2000). Antecedents and consequences of burnout in accounting: A replication and extension. Behavioral Research in Accounting, 12(1), 83–108. Hung, P. H. (2023). The influence of cultural, legal and institutional factors on auditors' roles, responsibilities and perceptions of audit quality. European Journal of Theoretical and Applied Sciences, 1(5), 1131–1145. Hung, P. H. (2025). Stress and work pressure management strategies: Perspectives from independent auditors in Vietnam. Jones, A., Norman, C. S., & Wier, B. (2010). Healthy lifestyle as a coping mechanism for role stress in public accounting. Behavioral Research in Accounting, 22(1), 21–41. https://doi.org/10.2308/bria.2010.22.1.21 Lim, A. P., Loo, J. K., & Lee, P. H. (2017). The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling, 1(1), 27–41. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237 Pham, Q. T., Tan Tran, T. G., Pham, T. N. B., & Ta, L. (2022). Work pressure, job satisfaction and auditor turnover: Evidence from Vietnam. Cogent Business & Management, 9(1), https://doi.org/10.1080/23311975.2022.2110644 Price, J. L. (1997). Handbook of organizational measurement. International Journal of Manpower, 18(4/5/6), 305–558. Svensson, S., Vinberg, S., & Larsson, J. (2015). External workers’ perception of leadership behaviour–a study of Swedish temporary agency workers and contractors. Human Resource Management Journal, 25(2), 250–266. Trevor, C. O. (2001). Interactions among actual ease of movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44(4), 621–638. https://doi.org/10.5465/3069407

More Articles from JOURNAL OF ACCOUNTING AND FINANCIAL MANAGEMENT

Cashflow Management and the Performance of Commercial Banks in Nigeria

Author: Jeffrey Ayas Iyakonbogha, Clement E. Ozele

The Nigerian Code of Corporate Governance and Financial Performance of Deposit Money Banks in Nigeria

Author: i, Eneaniofu Daniel Mmaduakonam, ii, Azolike Nkiru Nkechi, iii, Emeter Patrick Okechukwu, iv, Okwor Emmanuel Ejimnkonye