IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEE TURNOVER INTENTION OF OPERATIONAL LEVEL EMPLOYEES AT JO LANKA MANUFACTURING (PRIVATE) LIMITED WADDUWA

Abstract

In modern business world turnover intention has become massive issue in all most all the countries throughout the world. Therefore every organization have to pay attention to cope up from this issue and navigate towards the organizational success. Therefore researcher carried out a pilot survey to determine the level of turnover intention within employees in Jo Lanka Manufacturing (Private) Limited Wadduwa and identified high turnover intention among operational level employees in this context. By reviewing the literature, the researcher identified that organizational commitment is the most influential factor which impact on turnover intention. The aims of this study is to identify the impact of organizational commitment on turnover intention and the impact of the dimensions of organizational commitment (affective, normative, continuance) on turnover intention with respect to the operational level employees in Jo Lanka Manufacturing (Private) Limited Wadduwa. Among 310 operational level employees in this research context, 175 operational level employees were selected as the sample after applying stratified random sampling method and data were collected by using selfadministrated questionnaire. Researcher used simple regression analysis to find out the impact of organizational commitment on turnover intention and multiple regression analysis to find out impact of three dimensions of organizational commitment on turnover intention. The results revealed that organizational commitment and three dimensions of organizational commitment have impacted on turnover intention of operational level employees in Jo Lanka Manufacturing (Private) Limited Wadduwa. Further this study recommended the management of this study context to formulate relevant training plans, career development strategies and remuneration, welfare facilities for employees to enhance their organizational commitment which will leads to reduce employee turnover intention. Furthermore this will provide guidelines for the future researchers to conduct their studies by considering all the other levels of employees, rather than the operational level employee and in different research contexts.