"IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEE TURNOVER INTENTION

Abstract

Purpose Employee turnover has become a major challenge these days for organizations so the main aim of this study was to impact of three types of organizational commitment. (Affective, continuance and normative commitment) on turnover intention of employees which will help to reduce the cost of hiring new employees, increase performance and productivity if employees will be satisfied and committed to organization. Methodology & Design: To conduct this research we have used deductive approach because on the basis of past and present theories and existing hypothesis, and the research was verified through testing the hypothesis. We have adopted Causal / explanatory research design to study and observe and study the variation in one variable to cause the change in another variable by measuring the change (The impact of organizational commitment on employee turnover intention). Findings: The findings of this research supported and proven by past researches that high level of organizational commitment lowers the employee turnover intention. According to findings, two variables of organizational commitment affective commitment and normative commitment showed a significant relationship between organization commitment and turnover intention . These two commitments have a strong relation with turnover intention. Depending on these variables can an employee can highly be committed to organization and decide to stay in the organization but continuance commitment has no significant relation with turnover intention. An employee having continuance commitment will stay in the organization just because of the fear of loosing valuable advantages and not getting the better job, so organization must work on increasing affective commitment and normative commitment and build the right concept of continuance commitment in employees to ensure the employee satisfaction. Limitations: Since every research have some limitation, this research also has some limitation: The first limitation was time constraints. There was limited time to conduct the research. In future more detailed study can be conducted to examine the relationship more appropriately. Recommendations: According to our finding , We recommend that organization should work on increasing affective commitment and normative commitment as they are proven to have a significant impact on organizational commitment , whereas Continuance commitment doesn’t have a significant impact on turnover intention of employees. There are certain ways which increases the affective commitment such as managers must focus on promoting justice at workplace , they must give decision making authority to employees, they must ensure that employees are clear about their goals and they align to organizational goals this will increase affective commitment. They must also create such environment in which employees may feel free to discuss their issues with management, in short organization should help employees to remain satisfied and committed with their job. Therefore managers must be aware of the factors that lead employees towards turnover intention. Organization can also increase normative commitment by providing them performance based rewards to the their best workers and incentives timely, provide them with justice pay system , appreciate their work also because when employees feel valued and rewarded they have a feeling obligation or responsibility that they have to perform for the organization in return.(Normative commitment).