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PERCEIVED ORGANIZATIONAL COMMITMENT AND ITS IMPACT TO THE TURNOVER INTENTION: Direction

From the results, there is a negative relationship between organizational commitment and turnover intention because of the negative value for the correlation coefficient. The organizational commitment variable has a -0.705 correlation with the turnover intention variable. Thus, when organizational commitment is high, turnover intention is low.
We can graph such an inverse relationship, plotting the independent variable (Organizational Commitment) on the X-axis and the dependent variable (Turnover Intention) on the Y-axis. We have done this in Figure 1 as per below. Notice how the line slopes down and this line is said to be negative because Y increases as X decreases. We often find a casual relationship between variables; that is independent variable “causes” or “effect” the dependent variable to change. But many cases, other factors cause the changes in both the dependent and the independent variables. But in this case we could say that organizational commitment could give impact on turnover intention.
The value of this correlation coefficient -0.705 is fall under coefficient range from ±0.71 to ±0.90. Therefore, the relationship between organizational commitment and turnover intention is high (refer to table 3).
The relationship between organizational commitment and turnover intention is significant. It is because the p-value 0.000 is less than alpha value 0.01.
Based on Pearson correlation coefficient output shown in table 4, it indicated that the correlation between turnover intention and organizational commitment is significant. The significant value for organizational commitment is 0.000.Furthermore the p-value 0.000 is less than alpha value 0.01. The organizational commitment variable has a -0.705 correlation with the turnover intention variable. It is also show a negative relationship between organizational commitment and turnover intention because of the negative value for the correlation coefficient. Its mean the organizational commitment will give impact on turnover intention. When the organizational commitment of an employee is high, turnover intention is low and if Organizational commitment is low the turnover intention will be high.

Figure-1

Figure 1

This post was written by , posted on February 14, 2014 Friday at 1:54 pm