Organizational commitment along with other determinants of turnover intention plays a pivotal role in\nretaining the employees. Job performance and job satisfaction serve as antecedents of turnover\nintention of employees. The objective of this study is to identify the association between organizational\ncommitment and turnover intention among employees of the Islamia University of Bahawalpur. Effects\nof job performance on turnover intention through job satisfaction are also brought under observation.\nImpact of job insecurity and employees work family conflict on job engagement is brought under\nconsideration. Descriptive design is used to support the study of proposed relationships. Selfexplanatory\nquestionnaires are administered to 250 respondents both from the academic and\nadministrative staff of the university. Analyses supported the relationships tentatively delineated before\nproceeding toward examination of the study. Organizational commitment, job performance and job\nsatisfaction are found to be inversely related to turnover intention. An inverse relation is found between\njob insecurity, work family conflict and the job engagement. According to the results of this study an\nenvironment conducive to job performance and organizational commitment must be developed besides\nattempting to reduce employees� feelings of job insecurity and work family conflict to avoid brain-drain\nand to retain valuable individuals so that proportion of turnover may be decreased. This was the very\nfirst study carried out in the history of the Islamia University of Bahawalpur, which will encourage future\nresearchers to further augment the scope of this research.
Loading....