In a global study by consulting firm BlessingWhite, the top reason employees give for staying with their employer is “My work. I like the work that I do.”

Employees were asked “What is the most important factor influencing your plans to stay?” Thirty percent cited their work and liking their job. Seventeen percent said their job had “significant development or advancement opportunities.” Other answers included, their organization’s mission, no desire for change, job conditions, and their finances.

In contrast, the top reason for employees of all age groups to leave their job was for their careers. Twenty-six percent said they didn’t have the opportunities to grow or advance. Fifteen percent said they didn’t like what they were doing in their current position. Other reasons cited were finances, desire for change, and management.

“Business leaders are right to be concerned about retention of top talent,” said Christopher Rice, BlessingWhite CEO.  “And while raises may encourage some workers to stick around, our findings suggest that employees — especially high performers — will remain in jobs that challenge them, utilize their expertise, and provide meaning.”

The Employee Engagement Report 2011 explores workplace attitudes among employees on four continents and is based on survey responses of nearly 11,000 employed professionals. Among the study’s other findings:

• After enjoyable work, career advancement is the second most important retention factor in India, China, Australia/New Zealand and Southeast Asia. In North America and Europe, favorable job conditions (e.g., a good commute or flexible hours) ranks second.

• Although workers across generations agree on their top reasons for staying and leaving, the youngest workers (Generation Y or Millenials) place higher priority on career opportunities than they do their work. Likewise, Gen Y employees are more likely to leave in pursuit of more money. Baby Boomers, on the other hand, seek more interesting work and change (something new).

“When employees understand that today’s career is all about creating a portfolio of assignments and projects, not necessarily promotions and new titles, they’re better prepared to concentrate on finding work that they enjoy – and work that can help the organization achieve its goals,” Rice said.

To read and/or download a copy of the Employee Engagement Report 2011, please click here.