Abstract
Organizational commitment along with other determinants of turnover intention plays a pivotal role in retaining the employees. Job performance and job satisfaction serve as antecedents of turnover intention of employees. The objective of this study is to identify the association between organizational commitment and turnover intention among employees of the Islamia University of Bahawalpur. Effects of job performance on turnover intention through job satisfaction are also brought under observation. Impact of job insecurity and employees work family conflict on job engagement is brought under consideration. Descriptive design is used to support the study of proposed relationships. Self-explanatory questionnaires are administered to 250 respondents both from the academic and administrative staff of the university. Analyses supported the relationships tentatively delineated before proceeding toward examination of the study. Organizational commitment, job performance and job satisfaction are found to be inversely related to turnover intention. An inverse relation is found between job insecurity, work family conflict and the job engagement. According to the results of this study an environment conducive to job performance and organizational commitment must be developed besides attempting to reduce employees’ feelings of job insecurity and work family conflict to avoid brain-drain and to retain valuable individuals so that proportion of turnover may be decreased. This was the very first study carried out in the history of the Islamia University of Bahawalpur, which will encourage future researchers to further augment the scope of this research. Key words: Organizational commitment, turnover intention, job insecurity, job performance and job satisfaction.
Highlights
The underlying objective of this academic treatise is to investigate and examine the relationship between organizational commitment and the employee’s turnover intention
The objective of this study is to identify the association between organizational commitment and turnover intention among employees of the Islamia University of Bahawalpur
The instrument used for survey involved a combination of questionnaire for each of the areas of interest viz. organizational commitment, job insecurity, family-work conflict, job engagement, job performance, job satisfaction, turnover intention along-with demographic variables
Summary
The underlying objective of this academic treatise is to investigate and examine the relationship between organizational commitment and the employee’s turnover intention. Challenges posed by employees’ turnover have assumed unprecedented proportions owing to the integration of world economic arena and resultantly escalating competition across the globe for better opportunities in commensuration with the capabilities and qualifications of the individuals. Human capital of an organization constitutes a non-substitutable competitive advantage, which may not be imitated by competitors thereby providing the organization with a supremacy over.
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