Investigation of Organizational Commitment and Turnover Intention: A Study of Bahraini Oil and Gas Industry

Abstract

In the last five years, the turnover rate of the operation employees in Bahrain Petroleum Company (Bapco) has augmented and attend a critical level, particularly with the government's early retirement attractive approach. Bapco starts to lose highly experienced employees who have a significant impact on the performance of the company. Moreover, the new oil discovery and the modernization of the production units push Bapco to minimize the turnover rate and retain talents to stay competitive. This study examines how organizational commitment has affected the Bahrain Petroleum Company's operation employees turnover intent. The tridimensional model of (Meyer and Allen in Commitment in the workplace: theory, research, and application, Sage, 1997 ) was used to evaluate organizational commitment. In addition, Abrams et al. (Personality Soc Psychol Bull 24(10): 1027–1039, 1998 ) model of Turnover Intention was used to examine employee intents to leave the firm. This work reports on a quantitative study of the Bapco operations employees. 154 questionnaires were collected, and the data were analysed with SPSS version 23. The results confirm a significant impact of the three dimensions of OC on TI. These results join previous research and conclude that OC can be used to understand and reduce Bapco operation employees' TI.

The Intervening Role of Communication Satisfaction and Trust in Leader on the relationship between Leadership Communication and Employee Turnover Intention in Sichuan, China

“…Brown et al, 2019;Luo et al, 2016) and job satisfaction (Guo et al, 2015;Markethia Mull, 2020), work results (Yang et al, 2020), and trust (Nam-Sik Yun, 2019). Moreover, there is evidence from previous studies that employee creativity (Satyaningrum & Djastuti, 2020;Tongchaiprasit & Ariyabuddhiphongs, 2016), organizational commitment (Ayari & alhamaqi, 2021;Bhatti et al, 2016;Parashakti et al, 2017), and job satisfaction (Ali & Anwar, 2021;Hefny, 2021;Nguyen & Tran, 2021;Prasetyo & Semarang, 2021) significantly influence employee turnover intention. Some findings imply that future studies should focus on developing appropriate models and metrics across cultural contexts, highlighting the cultural specificity of one's cognitive processing in relation to communicative behaviour (Brown et al, 2019).…”

Perceived Overqualification and Job Attitudes of Public Servants

“…Turnover intention is the intention to voluntarily leave an organization (Mowday et al, 1982). This intention has been negatively predicted by both affective (Falatah & Conway, 2019;Moreira et al, 2020;Yang et al, 2019) and continuance commitment (Ayari & AlHamaqi, 2022;Wang et al, 2023). Moreover, turnover intention has been positively related to perceived overqualification (Bao & Zhong, 2023;Kaymakci et al, 2022;Harari et al, 2017;Lobene & Meade, 2013;Maynard et al, 2006;Vinayak et al, 2021).…”

The Influence of Resonant Leadership Style on Employee Turnover Intentions in The Indian International Trade Logistics Industry: Exploring the Mediating Role of Organizational Commitment

“…Leaders' pro-employee behaviors also influence employees' turnover intentions. Examining the intricacies behind this concept, Ayari and AlHamaqi (2021) highlighted that turnover intentions are often closely associated with leadership style and organizational commitment, forming a focal point of research in this domain. Leadership is a pivotal instrument in management, capable of steering followers toward favorable outcomes by delivering the necessary stimulation, encouragement, motivation, and recognition.…”