Organizational Commitment and Turnover Intention of Southland College Employees

Abstract

Organizational Commitment refers to the bond between the employee and the organization where he/she feels fit in and has understood the organizational goals and objectives thereby contributing actively to its attainment. Turnover Intention refers to the plan or resolution of the employee to leave the organization at a specific time. The purpose of the study was to determine the organizational commitment and turnover intention of Southland College employees. Employing a quantitative research design, the study used 165 stayers and leavers. They answered a validated self-made questionnaire with a Likert scale. Statistical techniques used were the mean and multiple regression analysis and dominance analysis. Findings revealed that employees have normative commitment who feel obligated to the organization although they are no longer happy with the roles they perform while turnover intention is strongly correlated to conflict of interest, confidentiality, and promotion among the factors under organizational loyalty. The study concludes that organizational commitment is the primary reason why employees chose to stay and among the variables, the structural variables affecting turnover, work environment, independence, and communication are among the top three (3) reasons for quit thought.