Organizational commitment, job satisfaction and their possible influences on intent to turnover
Keywords:
Organizational commitment, Turnover, Job satisfactionAbstract
Abstract
Purpose – The purpose of this paper is to investigate the extent to which the organizational commitment and
job satisfaction influence intent to turnover.
Design/methodology/approach – Following a quantitative approach regarding methodological aspects of
this research, a case study was carried out in a company of information technology and communication located
in Porto Digital, in the Northeast of Brazil. A data collection technique with 172 forms, a self-administered form
with 18 closed questions with a Likert-type scale and an open questionnaire were used. In this analysis,
Statistical Package for the Social Sciences (SPSS) software was used as the technique; besides the descriptive
statistics, a correlation was made between dependent variables (intention of rotation) and independent variables
(affective, normative, instrumental and work satisfaction). The level of organizational commitment in its three
dimensions (affective, normative and instrumental), the job satisfaction in its five dimensions (satisfaction with
nature of the task, with leadership, with colleagues, with salary and promotions) and the level of intent to
turnover from the respondents were investigated.
Findings – The results suggest that affective and normative commitments and satisfaction with pay,
satisfaction with promotions and satisfaction with the nature of the work are correlated with the intention of
negative turnover significantly. Among the demographic factors, only the age showed a negative correlation
with intent to turnover. By performing multiple regression analysis, we identified that the variables that most
impacted the turnover intention are affective commitment, satisfaction with salary and normative
commitment. The qualitative portion of this study was accomplished through a content analysis of the open
question of the form. Finally, one of the main considerations is the findings that revealed variables other than
those adopted in the study, which influence the permanence of the respondents.
Research limitations/implications – Among the limitations of the research a single case study
is highlighted that replicates the experience in other ICT companies to verify if the results found
are similar in other organizations and in other segments. The findings direct the construction and
validation of new scales, the creation of qualitative protocols to identify the variables that influence
the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire,
as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the
effective turnover.
Practical implications – Based on the results, organizations can reduce voluntary evasion by adjusting
actions, policies and practices, directing those responsible for People Management to attract and
retain good employees. It should be emphasized that voluntary turnover should be treated as one of the
management indicators of greater relevance by organizations, representing a thermometer of all human
capital management.
Social implications – The monitoring of employment and unemployment levels is part of the public policy
agenda for generating employment and income in Brazil. For organizations, employee turnover can and
should be managed and monitored so that appropriate levels are found and their consequences are minimized
through effective solutions. The results are important both for technology-based organizations and for all
stakeholders interested in the subject as the public power.
Originality/value – Although in the international literature turnover is a topic of study for many years, in the
Brazilian context, there is a shortage of research on the subject, specifically in the sector of advanced technology
where there is a great lack of skilled labor, a fierce competition and where to keep employees standard high
becomes a survival factor. This study may contribute to the exploration in the local literature, as it will help
locate the academy on the Brazilian reality and open the doors to new research works on turnover and its
possible correlations with other variables besides organizational commitment and job satisfaction.
Keywords Organizational commitment, Turnover, Job satisfaction