A RELATIONAL PERSPECTIVE ON TURNOVER: EXAMINING AFFECTIVE, CONTINUANCE, AND NORMATIVE PREDICTORS
High rate for employee turnover intention may lead to significant expenses of an organization, including the direct costs of replacing an employee and the indirect costs related to loss of experience and lowered productivity. The aim of the study is to investigate the influence of organizational com...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
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Department of Management, Faculty of Economics and Business, Universitas Surabaya
2019-09-01
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| Series: | Manajemen dan Bisnis |
| Subjects: | |
| Online Access: | https://www.journalmabis.org/mabis/article/view/417 |
| Summary: | High rate for employee turnover intention may lead to significant expenses of an organization, including the direct costs of replacing an employee and the indirect costs related to loss of experience and lowered productivity. The aim of the study is to investigate the influence of organizational commitment toward the employee turnover. The research method used in the study is quantitative approach. The primary data were collected by distributing questionnaires to 100 employees of a state-owned electricity corporation in Jakarta, Indonesia. Multiple linear regression shows that all three components of organizational commitment: affective commitment, continuance commitment and normative commitment significantly influenced employee turnover intention. |
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| ISSN: | 1412-3789 2477-1783 |