Examining the relationships among job satisfaction, organizational commitment, and turnover intention: an empirical study

This study’s aim is to examine the relationship among job satisfaction, organizational commitment, and turnover intention of employees. A model of job satisfaction, organizational commitment, and turnover intention is developed and tested in one field study. In this study, using a 250 employees of a Turkish manufacturing company, were given questionnaires to complete during regular working hours; 188 completed questionnaires were returned.. Job satisfaction, organizational commitment, and turnover intention are popular topics in the study of work related attitudes. The main objective of this article is to test the relationships among job satisfaction, organizational commitment and turnover intention. Structural equation modeling to test research hypotheses is used and the model that has high reliability and validity is developed. The results indicate that job satisfaction is one of the most antecedents of organizational commitment and turnover intention and suggest that high levels of job satisfaction results in higher commitment and lower turnover intention so job satisfaction positively influences on affective commitment, continuance commitment, and normative commitment while it is negatively impact on turnover intention. The results emphasize the need to consider the factors can be having effects on the relationship by highlighting to studies conducted on job satisfaction, organizational commitment, and turnover intention