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2013•Universiti Utara Malaysia Institutional Repository (Universiti Utara Malaysia)Open access

Predicting turnover intention: Do organizational support and organizational commitment play a role?

Siti Zubaidah Othman, Nur Syafiqah Mohd Shkuri

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Abstract

This paper reports research investigating factors that might influence employees’ turnover intention.The study was a cross sectional study where respondents’ perception was measured at one point in time. 105 respondents participated in this study. Two factors, namely organizational support and organizational commitment (affective commitment and continuance commitment) were tested to predict turnover intention among employees in the company.Results from the study reveal that only affective commitment has the strongest influence on turnover intention. The findings were discussed and implications were also put forward.

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What this paper is about

This paper reports research investigating factors that might influence employees’ turnover intention.The study was a cross sectional study where respondents’ perception was measured at one point in time. 105 respondents participated in this study. Two factors, namely organizational support and organizational commitment (affective commitment and continuance commitment) were tested to predict turnover intention among employees in the company.Results from the study reveal that only affective commitment has the strongest influence on turnover intention. The findings were discussed and implications were also put forward.

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Available abstract

This paper reports research investigating factors that might influence employees’ turnover intention.The study was a cross sectional study where respondents’ perception was measured at one point in time. 105 respondents participated in this study. Two factors, namely organizational support and organizational commitment (affective commitment and continuance commitment) were tested to predict turnover intention among employees in the company.Results from the study reveal that only affective commitment has the strongest influence on turnover intention. The findings were discussed and implications were also put forward.

Key concepts: Organizational commitment, Turnover intention, Psychology, Perceived organizational support, Continuance, Social psychology, Affective events theory, Perception

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