THE MODERATING ROLES OF JOB OPPORTUNITIES AND ORGANIZATIONAL COMMITMENT ON THE JOB SATISFACTION AND TURNOVER INTENTION OF EMPLOYEES

Abstract

Many organizations have been affected by the epidemic and have made adjustments to their company's HR practices. At the same time, job opportunities have decreased, so many employees have been forced to lose their jobs during the epidemic, but despite this, many employees still voluntarily quit. Employee turnover can also have a detrimental effect on organizations already hit by the pandemic. Therefore, this paper used a mixed research method studied the moderating roles of job opportunities and organizational commitment on job satisfaction and turnover intention, and also studied the impact of company-adjusted HR Practices on job satisfaction and turnover intention. The results showed that both job opportunities and organizational commitment have a moderating effect between job satisfaction and turnover intention, but the moderating effect of job opportunities is weak, which explained why there are many employees still choose to leave even there are few job opportunities during the pandemic. And the HR practices implemented by organizations during the pandemic had a positive effect on employee job satisfaction and a negative effect on turnover intention of employees.