This study used data from 230 respondents of 16 organizations from a regional study of organizations’ employee working conditions in the Midwest. We used linear regression to assess practices related to turnover intention and stratified analysis within age groups. Employees with supportive managers are less likely to consider leaving their positions (coefficient = 0.36, p-value = .049). For respondents younger than 40 years old, employees with flexible work design were less likely to consider leaving their positions (coefficient = 0.52, p-value = .013). For those aged 60 years or older, having better institutional knowledge transfer and intergenerational collaboration (coefficient = 1.23; p-value = .02) and better planning for retirement (coefficient = 0.90; p-value = .01) were less likely to consider leaving their positions. Those with comprehensive retirement and health insurance plans were more likely to consider leaving their positions (coefficient = −0.763; p-value = .02). Small actions by organizations could influence employees’ perceptions of their working conditions.
