A decrease in the amount of work unhappiness among employees is one way for managers to cut down on staff turnover. Woolworth (2016) discovered, with the help of Herzberg's motivation-hygiene theory, that managers need to fully comprehend the significance of enhancing job satisfaction in order to keep qualified professionals, enhance teaching, and decrease the costs associated with turnover. In addition, Alshmemri et al. (2016) conducted a study of nurses in Saudi Arabia and found that criteria related to hygiene are less significant in terms of job approval. Mamdani and Minhaj (2016), for example, discovered that employees were willing to leave a company if they believed that the incentives, both intrinsic and extrinsic, were not sufficient enough to attract and retain them. Furthermore, Ahmad (2017) proposed that improvement in the employee's relationship with the company can result in a shift in the employee's attitude toward the organization. Human resource managers have the ability to foster loyalty, satisfaction, engagement, and increased performance in their employees (Mira et al., 2017). Motivating employees can be improved through the impact of human resource managers. The leaders and managers of an organization can benefit from ongoing study on how employees perceive their work environment, their work status, and the functions of their jobs. Please rephrase so that it is not detected as AI content by AI content detectors