The Impact of Organizational Commitment

4734 Words Mar 29th, 2008 19 Pages

H1: The "intention to turnover" is negatively related with "job satisfaction".
H2: The "intention to turnover" is negatively related with "organizational commitment".
H3: The "job performance" is positively related with "job satisfaction".
H4: The "job performance"is positively related with "organizational commitment".

According to the analysis done since today, we can say that the relaton between intention to turnover and job satisfaction is negatively correlated. Also intention to turnover and organizational commitment is negatively related. But the intention to turnover is highly related with the organizational commitment if we compare it with job satisfaction. This result can be seen in
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All of the above suggestions can be summarized by Angle and Perry 's (1981) view. They stated that employees who are strongly committed to their organizations are both high performers and highly involved. Also these employees are more likely to be innovative on behalf of the organization.
Job satisfaction is important for its various outcomes, but first of all it is important since "job satisfaction in and of itself is a desirable outcome" (Luthans, 1992). According to Mitchell (1982), there are four main topics, which separated satisfied and dissatisfied employees. These are turnover, absence, health, and productivity. Hellrieger et. al. (1995) added that, these four behavioural consequences give an idea to management about the problems at work.

Many researchers analyzed the link between job satisfaction and turnover and in most of them it is found that the relation is moderate (Mc Afee and Champagne, 1987). A great deal of research is conducted about the relationship between job satisfaction and turnover and absenteeism and it is concluded that, satisfaction and turnover and also absenteeism are negatively correlated. The greater the satisfaction, the lower the turnover rate and absenteeism rate (Mitchell, 1982). Job satisfaction is related to turnover rates where a high turnover rate may be highly costly for the organization since it requires selection of the new personnel, their training and orientation to the organization. Of course, job satisfaction
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