Organizational Commitment Research Papers

Organizational Commitment Research Papers-36
There are various reasons why an employee leaves the organization or has the intention to leave (Gaylard , 2015).After a literature collection, two constructs were chosen usually mentioned as influencers of this decision or intention to leave the organization, which were “job satisfaction” and “organizational commitment” (Tett and Meyer, 1993; Gaertner, 1999; Mobley, 1992; Griffeth , 2010).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.

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There are several negative and positive consequences of turnover, as in organizational, individual scope, and as in society (Dalton and Todor, 1979).

The following consequences are related to the organization.

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. This article is published under the Creative Commons Attribution (CC BY 4.0) licence.

The monitoring of employment and unemployment levels is part of the public policy agenda for generating employment and income in Brazil. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors.

The change of enterprise reaches the individuals in all spheres of life, since we must have a full vision of the individual, not only under the professional perspective.

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The individuals who remain in the organization are also affected as many of them start to question their careers, feel the loss of the contact with job colleagues and do not even have the commitment and the satisfaction in job that leads to instability.

The absence of qualified professionals in a determined region may result in an inviable determined operation, thus affecting the region socioeconomically (Silva , 2013).

Table I portrays some of possible negative consequences of the turnover mentioned in this section, in regard to organization perspective, individual (who stays and who leaves the organization) and the society.

The objective of this research was to analyze the voluntary turnover and highlight the necessity of the effective management of this phenomenon.

In regard to the consequences of turnover, part of the research about this subject is based on its causes and correlations and some models are proposed: the linkage model (Mobley, 1992), conceptual model of employees’ turnover and retention (Winterton, 2004), and the context model of professionals of IT turnover (Joseph , 2007).


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