The empirical research about the relationship among organizational commitment, job satisfaction and voluntary turnover intention

The purpose of this study is to discuss the relationships among organizational commitment, job satisfaction and voluntary turnover intention explicitly, firstly, according to our initial study, we revise Meyer & Allen’s 3-Compenent Organizational Commitment questionnaire. The revised questionnaire has desirable reliability and convergent validity, then We find that affective commitment and continuous commitment can significantly influence employee’s voluntary turnover intention. Furthermore, affective commitment serves as the mediator between normative commitment, satisfaction to supervisor, satisfaction to job and turnover intention. Continuous commitment also fully mediates the relationship between pay satisfaction and turnover intention