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2007•Unpublished venueRequires access

Job Opportunity, Organizational Commitment and Turnover Intention

Yong-Tao Qi

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Abstract

This paper explores the turnover intention and its determinants in terms of job opportunity and organizational commitments etc.. Using a sample of 196 respondents from self-report questionnaires which were randomly selected among workers in one firm, the hypotheses were tested. Job opportunity has significant positive influence on turnover intention. Affective commitment has significant negative influence on turnover intention, but continuous commitment does not.

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What this paper is about

This paper explores the turnover intention and its determinants in terms of job opportunity and organizational commitments etc.. Using a sample of 196 respondents from self-report questionnaires which were randomly selected among workers in one firm, the hypotheses were tested. Job opportunity has significant positive influence on turnover intention. Affective commitment has significant negative influence on turnover intention, but continuous commitment does not.

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OpenAlex reports 4 citations for this work. Citation counts describe recorded attention and do not establish research quality.

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Available abstract

This paper explores the turnover intention and its determinants in terms of job opportunity and organizational commitments etc.. Using a sample of 196 respondents from self-report questionnaires which were randomly selected among workers in one firm, the hypotheses were tested. Job opportunity has significant positive influence on turnover intention. Affective commitment has significant negative influence on turnover intention, but continuous commitment does not.

Key concepts: Organizational commitment, Turnover intention, Psychology, Turnover, Social psychology, Sample (material), Affective events theory, Job attitude

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