EMPLOYEE RETENTION THROUGH ORGANIZATIONAL COMMITMENT BY STRENGTHENING ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL SUPPORT

Abstract

Unlike the traditional focus on job satisfaction, the paper focuses on the study of more contemporary attitudes towards organization leading to behaviours with which the cause-and-effect relationship is generally not clearly visible, so it is often about mediation effects. The paper, therefore, provides insight into the importance of studying and analyzing organizational commitment that is based on attitudes both towards organizational fairness and support. This review paper seeks to demonstrate that the foundation of employee retention within an organization is the trust that employees gain when they positively perceive the fairness and support they feel. Based on a literature review a conclusion was drawn that affective organizational commitment had the strongest impact on the turnover intention and actual turnover and that this form of commitment mostly correlated with perceived organizational support and perceived organizational fairness.