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IS EMPLOYEES' TURNOVER INTENTION DRIVEN BY ORGANIZATIONAL COMMITMENT AND PERCEIVED ORGANIZATIONAL SUPPORT?

Taiba Hussain, Saima Asif

Open publisher page 65 citations

Abstract

This paper investigated the impact of organizational commitment and perceived organizational support on the turnover intention of Telecom employees in Pakistan. Data from 230 respondents was used to measure the impact of two factors on turnover intentions. Correlation and regression analysis techniques were used to analyze the relationship of organizational commitment and perceived organizational support with turnover intention. The results of the study showed that turnover intentions of telecom sector’s employees were dependent on the organizational commitment and perceived organizational support; further organizational commitment and perceived organizational support had significant negative impact on the turnover intentions of the employees. Results have been discussed with specific reference to investigated sector’s culture within Pakistan domain.

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What this paper is about

This paper investigated the impact of organizational commitment and perceived organizational support on the turnover intention of Telecom employees in Pakistan. Data from 230 respondents was used to measure the impact of two factors on turnover intentions. Correlation and regression analysis techniques were used to analyze the relationship of organizational commitment and perceived organizational support with turnover intention. The results of the study showed that turnover intentions of telecom sector’s employees were dependent on the organizational commitment and perceived organizational support; further organizational commitment and perceived organizational support had significant negative impact on the turnover intentions of the employees. Results have been discussed with specific reference to investigated sector’s culture within Pakistan domain.

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OpenAlex reports 65 citations for this work. Citation counts describe recorded attention and do not establish research quality.

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Available abstract

This paper investigated the impact of organizational commitment and perceived organizational support on the turnover intention of Telecom employees in Pakistan. Data from 230 respondents was used to measure the impact of two factors on turnover intentions. Correlation and regression analysis techniques were used to analyze the relationship of organizational commitment and perceived organizational support with turnover intention. The results of the study showed that turnover intentions of telecom sector’s employees were dependent on the organizational commitment and perceived organizational support; further organizational commitment and perceived organizational support had significant negative impact on the turnover intentions of the employees. Results have been discussed with specific reference to investigated sector’s culture within Pakistan domain.

Key concepts: Organizational commitment, Perceived organizational support, Turnover intention, Affective events theory, Business, Organizational learning, Turnover, Organizational behavior and human resources

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