Organizational Commitment with its Four Selected Antecedents and the Influence on Employees Retention: Religious NGOs (Non-Government Organization) in Kiribati

Abstract

This paper examines whether there is a positive relationship between four antecedents of organizational commitment (psychological empowerment, opportunity for advancement, organizational justice, and perception towards pay) and organizational commitment. It further investigates how organizational commitment with its three dimensions, namely affective commitment, continuance commitment and normative commitment, inversely influence turnover intention. The study is conducted in Kiribati with 217 respondents from religious NGOs. Hierarchical regression is the only statistical analysis technique utilized for the hypothesis testing. According to the results, it is affirmed that psychological empowerment and organizational justice are positively related to organizational commitment, whereas perception towards pay and opportunity for advancement do not significant show a positive relationship with organizational commitment. Organizational commitment in general, along with its component of normative commitment, are found to be negatively linked to turnover intention, while affective commitment and continuance commitment are insignificant in their impact on turnover intention. The academic and managerial contribution of this study along with the limitations and future research directions are incorporated in the paper.