Employees are the foundation of every organization and its business, and in case of their departure, it brings with it a whole series of consequences and challenges for the human resources department. Fluctuation is not definitely a negative phenomenon, but if it is high, it should certainly not be underestimated. Some authors in their works mention the correlation between personality, organizational culture and commitment with the intention to leave, and this paper will pay attention to them as predictors of turnover. The effectiveness of the organization depends of the status and organizational employee's behavior. Employee's satisfaction depends on the received compensation, therefore unsatisfactory compensation is one of the causes of low commitment to the organization and increased employee turnover. High turnover is bad for the organization. The intention to leave can be caused by work stress, work overload, lack of job motivation, but also by management style. When fluctuation occurs, it is important, at the very beginning, to determine the causes that led to it. One of the more prominent causes is the compensation and reward system. When it comes down to it, a clear and fair reward and compensation system will strengthen the employee's organizational commitment, increase job performance and make them more satisfied at the workplace, and ultimately reduce their desire to leave.