It was assumed that the combination between dissatisfaction with the work (employee satisfaction) and available alternatives leads to leaving an organization (Mobley, 1977). There are a number of points that have not been sufficiently addressed until then. An important argument is that most theories have not paid attention to mutual relations, social pressure and commitment.
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This article focuses on knowledge-intensive organisations. In order to create a substantive consensus on knowledge-intensive organisations, a definition of the relevant terms has been formulated first. According to Sun (2010), an organization can be defined as a movement that creates and maintains a social entity to achieve a particular goal. This is a structured, coordinated and targeted social entity that has been established and maintained by people.