Organisational Commitment and Turnover Intention (A Quantitative Analysis of a Sri Lankan Apperal Firm)

Employee turnover has been developed as a painful challenge in any industry. Rapid competition in apparel industry pushes organization to minimize the turnover in order to save the cost. Action of turnover is a result of the initial intention which arises in the mind of the employee to leave the organization and Turnover Intention can be influenced by some other factors. Based on that, this study investigates the impact of Organizational Commitment on the Turnover Intention of the direct employees of apparel firm in Sri Lanka. Among the population of 325 employees, 169 Machine Operators were selected as the sample and the data were collected through a standard and validated questionnaire survey. Organizational Commitment was measured by using Meyer and Allens (1991) scale. The measurement scale relate to the Turnover Intention was developed by Mobley, Horner and Hollingsworth in 1978. Data were analyzed using a multiple linear regression method. The findings of the study revealed that all the three dimensions of organizational commitment (affective commitment, continuous commitment, and normative commitment) had a significant negative effect on turn over intention thus the study concludes organizational commitment reduce the turnover intention of the direct employees.