Examining the relationship between organizational commitment and turnover intention via a meta-analysis

Abstract

Purpose The purpose of this study is expected to reveal the relationship between organizational commitment and turnover intention in the tourism and hospitality literature with more generalizable results, and thus, provide researchers with a new perspective for future studies. In this context, Individual studies that examined the relationship between organizational commitment and turnover intention in the tourism and hospitality industry were systematically identified by a comprehensive literature review. Design/methodology/approach Individual studies were synthesized and analyzed via a meta-analysis method to reveal whether any relationship exists between organizational commitment and turnover intention and to estimate the direction and intensity of the relationship in a more reliable and comprehensive manner. The analyses were carried out on 13 scientific papers that met the inclusion criteria. Findings Results showed that a moderate negative relationship exists between organizational commitment and turnover intention of employees in the tourism and hospitality industry. In this context, individuals who have emotional commitments to their institutions will have lower turnover intentions than others. The right personal selection, performance evaluation techniques, promotion, training and development opportunities, career opportunities and talent management and functional virtues such as strong communication, trust and justice will not only reinforce organizational commitment but also attract talented individuals to an organization and ensure employee retention. Originality/value In the current study, individual studies focusing on the relationship between organizational commitment and turnover were cumulatively collected, synthesized and analyzed. By way of providing a review of individual studies, the study provides cumulative and reliable evidence to the literature regarding the relationship between organizational commitment and turnover, and hence, contributes to the further progression of the field. The study is also the first meta-analysis carried out on the subject in question.

The Effect of Career Development on Turnover Intention with Job Satisfaction and Organizational Commitment as Mediators, Study at PT Control Systems Arena Para Nusa

“…The higher the organizational commitment to the employees the lesser the employee's decision to leave the company. This statement is in alignment with [26], [10], and [11] who state that organizational commitment gives negative impact to the turnover intention so that the hypothesis formula of this research is as followed: H5: Organizational commitment gives negative and significant impact towards turnover intention.…”

تصورات الطلاب تجاه العمل في صناعة السياحة والضيافة في دولة الإمارات العربية المتحدة

“…There is also evidence of many graduates in tourism and hospitality management leaving the industry or not joining a tourism career after graduation. Studies have shown that this issue relates to low work satisfaction, poor working conditions and lack of motivating factors resulting in a high turnover of staff and a shortage of skilled and experienced workers (Gebbels et al, 2020;Guzeller & Celiker, 2020;Frye, et al, 2019;Richardson, 2009;Doherty et al, 2001;Jenkins, 2001). Baum (2015) also pointed out that, after assessing the different dimensions of work, such as nature of work, social status, industrypersonal congeniality, physical working conditions, pay and benefits, promotion opportunities as well as the relationship between employees and managers, they concluded that tourism-speciality students have a weak commitment to work in the tourism industry.…”

“…These characteristics include young foreign workers, low pay rates, a high proportion of low-skilled jobs, a large proportion of hours worked beyond regular business hours and a large number of seasonal workers (Gebbels et al, 2020;Guzeller & Celiker,2020;Frye, et al, 2019; Goh and Lee, 2018; Hawkins, 2018; Baum, 2015; Brown, Thomas & Bosselman, 2015). As a result, the tourism sector is notorious for its heavy turnover of workers and the shortage of professional labour (Frye, et al, 2019;Gebbels et al, 2020;Guzeller & Celiker, 2020;Lusby, 2017;Roney & Oztin, 2007;Kusluvan & Kusluvan, 2000) In the United Arab Emirates (UAE), tourism plays a crucial role in the development of the economy, and its impact seems likely to continue in the years ahead (John, 2018). Over the last four decades, the UAE and other GCC (Gulf Co-operation Council) countries have relied on oil revenues as their primary source of income.…”

Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment

“…Significant research findings attribute employees' job satisfaction to their organizational commitment (from now on referred to as OC) (Mount, 2006;Testa, 2001; Vasiliki & Efthymios, 2013). There exists a positive relationship between employees' job satisfaction and their OC (Guzeller & Celiker, 2019). Therefore, to improve employee retention, it is necessary to understand the level of employees' job satisfaction.…”