Một trong những hạn chế đầu tiên của nghiên cứu này đó là chƣa phân tích kỹ đặc tính văn hóa chính trị của tổ chức công ở Việt Nam có ảnh hƣởng nhƣ thế nào đến ý định nghỉ việc của nhân viên. Trên thực tế, nhiều công bố cho rằng cán bộ, công chức của tổ chức công ―rất khó bị đuổi việc‖ do đó, cho dù tồn tại nhiều cán bộ không làm đƣợc việc (có thể từ do năng lực yếu kém, cũng có thể từ phong cách lãnh đạo) nhƣng họ vẫn gắn bó và hƣởng lƣơng của tổ chức. Điều này làm phân tán dữ liệu khảo sát và từ đó không có phản ánh đúng thực tế của khái niệm dự định nghỉ việc.
Hạn chế thứ hai của nghiên cứu đó là mẫu phân tích còn hạn chế về số lƣợng (để phân tích ADF) cũng nhƣ tính đa dạng của tổ chức (chỉ tập trung ở Sở Giao thông vận tải TPHCM) nên chƣa phản ánh đƣợc tổng thể của tổ chức công nên nhiều thông số chƣa đảm bảo ý nghĩa thống kê.
Hạn chế thứ ba là nghiên cứu chƣa thực hiện phân tích đặc tính tâm lý theo từng nhóm đối tƣợng nam, nữ riêng biệt thông qua phỏng vấn trực tiếp vì mỗi nhóm đối tƣợng sẽ có cảm xúc khác nhau trong nhìn nhận cách đối xử của lãnh đạo cấp trên.
Dựa trên các hạn chế này, hƣớng nghiên cứu tiếp theo cần phân tích các nhân tố đặc thù của văn hóa và chính trị của tổ chức có ảnh hƣởng đến dự định nghỉ việc hay không? Và xem xét thay thế biến dự định nghỉ việc bằng hành vi lơ là trong công việc thì có thể giải thích đƣợc những đặc thù của tổ chức công của Việt Nam.
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