A RELATIONAL PERSPECTIVE ON TURNOVER: EXAMINING AFFECTIVE, CONTINUANCE, AND NORMATIVE PREDICTORS

Martinus Fieser Sitinjak · Bambang Setiono · Christian Haposan Pangaribuan · Rith Analin Osok

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

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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1990The measurement and antecedents of affective, continuance and normative commitment to the organization 2002Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences 1978An evaluation of precursors of hospital employee turnover.2008Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay 2010Predicting turnover intentions 2002Industrial/Organizational Psychology: Understanding the Workplace 2011Influence of Employee Compensation on Organizational Commitment and Job Satisfaction: A Case Study of Educational Sector of Pakistan 2013The Influences of Job Satisfaction and Organizational Commitment on Turnover Intention

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