Vliv organizační kultury na fluktuaci zaměstnanců ve vybrané firmě

The purpose of this study was to examine whether there is a relationship between organizational culture and climate and the intention of employees to leave the company, which may be related to employee turnover in the selected company. The subject of this work is the definition of theoretical foundations, methods and procedures for identifying the causes of increasing employee turnover, performing statistical tests verifying the influence of organizational culture or climate on the employee's intention to leave work and subsequent recommendations for improvements. The theoretical part is divided into two main parts. The content of the first part is an explanation of a strong organizational culture and its influence on the climate, performance and motivation in the company. The second part is devoted to fluctuations and their causes and also contains measurement methods. The methodology section includes established hypothesis and research strategy. The last part of the diploma thesis is reserved for the research itself. Part of this work is to evaluate the relationship between organizational culture or climate and the employee's intention to leave the selected company. For this purpose was used a questionnaire, which uses seven elements to examine aspects of organizational culture and climate in relation to the employee's intention to leave the company. The conclusion of the thesis is that success / innovation / competence, emphasis on rewards, personal success and emotional exhaustion have a significant effect on the employee's intention to leave work.