Determinants of Organizational Commitment and Turnover Intention

Abstract

Present research is an effort to investigate the determinants of Organizational commitment and turnover intentions among employees of a bread manufacturing unit in Haryana. A total of 198 employees participated in this research work. After statistical analysis results shows that that among organizational factors, performance standards, communication flow, reward system, conflict resolution, motivational level, decision making process, support system, warmth, identity problems, immediate opportunities to develop human capacities, opportunity for continued growth and security, work and total life space, safe and healthy work conditions affects the overall scenario of work and these variables are showing significant differences in high and low turnover employees and in the same manner employees with high and low organizational commitment. This shows that factors which affect overall organizational commitment and turnover intentions are same. Motivational levels and safe and healthy work conditions specifically emerging as determinants of both organizational commitment and turnover intentions. Responsibility and organizational structure are not showing any significant differences between the groups of high and low turnover scorers in this organization and in the same manner responsibility and organizational structure also not showing any significant differences between the groups of high and low organizational commitment scorers.