<![CDATA[This systematic literature review investigates the complex structural relationships among career development, workload, leader empathy, and employee turnover intention. Utilizing thirteen selected scientific articles spanning diverse organizational contexts, the study examines how professional growth opportunities and job demands influence retention outcomes. Grounded in Social Exchange Theory, Organizational Support Theory, and the Job Demands–Resources Model, the analysis demonstrates that career development significantly reduces turnover intentions, whereas excessive workload acts as a primary catalyst for employee burnout and resignation. Furthermore, the findings establish that leader empathy serves as a crucial mediating mechanism and a vital psychological buffer, neutralizing workplace stress and amplifying the retention benefits of career initiatives. The study highlights that organizational success in retaining talent is profoundly contingent upon integrating formal human resource policies with humanistic, empathy-driven leadership. Methodological recommendations for future research include broadening sample scopes and employing advanced analytical techniques such as Partial Least Squares Structural Equation Modeling to validate these insights further.]]>
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