The Positive And Negative Effects Of Turnover Employment In An Organization

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N. J. Allen and Meyer (1990) refer to affective commitment as the employee‘s emotional attachment to, identification with, and involvement in the organization. An affective committed employee accepts organization’s objectives and values, have a strong belief in their organizations and also has a desire to be the member of that organization by willingly focus on their efforts to attain the desired goals of the organizations. 2.3 Turnover Intention Turnover intention refers to the perceived possibility of an employee to leave or quit an organization either voluntarily or involuntarily (Balogun & Olowodunoye, 2012; Bigliardi, Petroni, & Ivo Dormio, 2005). The issue of employee turnover has several negative direct and indirect negative effects on organizations as well as the morale of the remaining employees. Employers need to be very creative in tackling this issue by recognizing the several factors to comprehend the reason behind due to which employees might decide to quit or leave their jobs otherwise as this has still a serious problem for all the organizations across the world. (Monama, 2015).Generally, there are some studies to see the reasons on why employees might decide to leave their organizations (Abdulkareem, Chauhan, & Maitama, 2015). But still, this problem needs the attention of the researchers to understand this phenomenon of employee turnover intention. 2.4 Relationship between POS and AC The relationship between POS and AC is well justified by the social

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