THE EFFECT OF ORGANIZATIONAL COMMITMENT ON PERSON ORGANIZATION FIT AND TURNOVER INTENTION IN FIVE STAR HOTEL ENTERPRISES

Abstract

It is possible that commitment of employees to their organizations in different ways may increase the affinity between individual and organization. In this case, differences between individuals and organizations can diminish and employees are not expected to leave organizations that meet the expectations and needs. In this context, the purpose of this study is to analyze the effect of organizational commitment on person organization fit and turnover intention. For this purpose, a survey was conducted on 145 employees working in five-star hotels which operate in Kuþadasý district of Aydýn. While organizational commitment was measured with three dimensions including normative commitment, affective commitment and continuance commitment, person organization fit and turnover intention were measured as a single dimension. The survey data were analyzed through reliability analysis, exploratory factor analysis, correlation analysis and regression analysis. According to the results, normative commitment positively affects person organization fit however affective commitment and continuance commitment are not significantly related to person organization fit. Besides, affective commitment and normative commitment negatively affect turnover intention and continuance commitment, on the other hand, positively affects turnover intention. Additionally, it was determined that turnover intention is negatively affected by person organization fit. Study results show that the managers who want to decrease non-functional turnover rates should give importance to organizational commitment and person organization fit. Some suggestions are given to hotel managers and researchers within the context of study findings and personal assessments.