The affection of the employees during the turnover and its impact on the knowledge continuity

Employees’ knowledge represents the most valuable asset of organizations and their potential consists in precondition for any organization’s success. The article is dealing with the identification of causes of employees’ dissatisfaction that determines the turnover of knowledge employees and the level of impulsivity and affectivity they create. The speedy and unexpected leaving of an employee hinders the transfer of knowledge and its loss by the organization. If an employee evaluates the organizational circumstances as unsatisfactory, their affectivity rises, which may lead to a sudden and abrupt leaving of the organization. Moreover, an unsatisfied employee is not willing to share his/her knowledge. The outcomes of the survey provide a specification and causes employees’ affectivity together with recommendations how to minimise their impact and thus eliminate employees’ unexpected decisions to leave and loss of knowledge