Impact of Organizational Commitment and Trust on Job Turnover

Abstract

The purpose of the present study is to examine the impact of organizational commitment and organizational support on job turnover. The sample of the research based on descriptive and correlational survey models consisted of 937 AFAD employees. An 18-item Organizational Commitment Scale, a 12-item Organizational Support Scale and questions on job turnover prepared by the researcher were utilized as the data collection instruments. Descriptive statistics were used for examining the level of employees’ organizational commitment, organizational trust and changing job variables. Pearson correlation coefficient was calculated for examining the relationship among the variables and multiple regression analysis was carried out in order to determine the prediction potential of organizational commitment and organizational trust variables on job turnover. Major results demonstrated that employees’ organizational commitment and organizational trust scores were at medium level and there was a significant relationship among employees’ attitudes of turnover, organizational commitment and organizational trust. It was also concluded that the more employees’ normative organizational commitment and trust increased, the more did turnover intention decrease. Organizational commitment and trust were found to have predictive power for job turnover. For further research, similar studies were recommended in different institutions and organizations.