Antecedents of organizational commitment and its relationship with turnover intention

Abstract

This research aims to examine the factors influencing organisational commitment and its correlation with turnover intention. This study utilised a sample of 357 sales and marketing professionals, encompassing both staff and managerial positions, across twenty multinational pharmaceutical companies in the Vietnamese market. Qualitative and quantitative methodologies are employed in conjunction. Three out of fifteen hypotheses lack support, indicating that employee voice does not generally influence organisational commitment. Only normative commitment and continuation commitment negatively affect turnover intention. Career growth and organisational fairness significantly influence normative commitment, which in turn has a substantial effect on turnover intention. This research is one of the initial studies to identify the antecedents influencing organisational commitment and its correlation with turnover intention, particularly within the context of multinational pharmaceutical businesses in Vietnam. The research findings indicate that implementing practical measures to enhance career development and organisational justice might elevate normative commitment and diminish turnover intention.   

Keywords: {'name': 'Organizational commitment, Turnover intention, Organizational justice, Organizational learning, Employee voice, Career development '}

Authors & affiliations

Xuan Nhi Nguyen
Affiliation not supplied

Hoang Nguyen Khanh Can
Affiliation not supplied

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Supplied references, not a list of publications citing this article.

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