Predicting turnover intention: Do organizational support and organizational commitment play a role?
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 organ...
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| Main Authors: | , |
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| Format: | Conference or Workshop Item |
| Language: | English |
| Published: |
2013
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| Subjects: | |
| Online Access: | http://repo.uum.edu.my/16369/1/23.pdf http://repo.uum.edu.my/16369/ |
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| Summary: | 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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