Predicting Turnover Intention Through Organizational Support and Organizational Commitment: The Case Of A Manufacturing Company

Abstract

This paper reports a research that investigated factors that might relate to 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 is significantly negatively related to turnover intention. The findings were discussed and implications were also put forward.   Keywords: Turnover intention, organizational support, organizational commitment, affective commitment, continuance commitment.