The Influences of Job Satisfaction and Organizational Commitment on Turnover Intention

By Evelyn Tnay, Abg Ekhsan Abg Othman, H. Siong, Sheilla Omar Lim Lim. 2013

165 citations recorded by the source corpus.

This study aims to investigate and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a production industry. There are a total of 85 questionnaires collected from 100 questionnaires that had been distributed at the chosen organization. Demographic characteristics were discussed briefly according to the frequency level and percentage. In addition, both descriptive and inferential statistics were applied to analyze the data obtained. As for inferential statistics, Pearson Correlation Coefficient was used to measure the degree between independent variables with dependent variable in this research. The research findings showed that for the independent variable of job satisfaction with the factors on satisfaction with pay and supervisory support had a low, and negative significant relationship on employees’ turnover intention. However, organizational commitment had no significant relationship towards turnover intention among the employees within the organization.

View Paper: https://www.semanticscholar.org/paper/67ba299bfde87548782291f0b52baec75c0cd3dc

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Citations in the corpus

Transformational Leadership, Job Satisfaction, Organizational Commitment, and Turnover Intentions: The Direct Effects among Bank Representatives (2017, unknown): “Researchers reported that job satisfaction had an adverse and decreased connection on turnover intention [38].”
Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement (2021, background): “The definition given by Tnay et al. (2013) states that job satisfaction is seen as a combination of environmental styles and psychological conditions that can make someone honestly admit satisfaction with the work done.”
Well-being, affective commitment and job satisfaction: influences on turnover intentions in casual dining employees (2020, background): “The intention to leave has been shown to be greater when there is a lack of job satisfaction and when workplace well-being and/or organizational commitment are lacking (Tnay et al., 2013).”