Job Satisfaction and turnover intention as predicators of organizational commitment: the case of Ethio-Telecom
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Date
2014-05
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Addis Ababa Universty
Abstract
The purpose of the study was to examine the relationship of job satisfaction and turnover
intention in predicting organizational commitment, both overall and dimensional
perspectives. The study population was 1113(only technical personnel) and participants
were taken 260 (m=178, f=82) full time employees selected by stratified random sampling
from four locations. The study utilized adapted forms of GJSQ, TIQ and OCQ in order to
measure job satisfaction, turnover intention, and organizational commitment respectively.
The result of the study showed gender difference in general commitment and normative
commitment dimensions. The correlation result indicated that job satisfaction and
organizational commitment have inverse relationship with turnover intention. Furthermore,
selected socio-demographic, job satisfaction and turnover intention variables in explaining
the criterion variable (organizational commitment), showed an explanation power of 24.3%.
24.3% of the variance in organizational commitment was due to the variables included in
the model. However, when the independent contribution of each variable in the study was
examined, only job satisfaction and gender contributed significantly to the variability of
organizational commitment and the MANOVA analysis indicate that job satisfaction affect
significantly to the components of commitments (Affective, continuance and normative
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Education