The departure of the insurance agent: The impact organizational commitment, organizational justice, and job satisfaction have on intent to leave in the insurance industry

Current literature and market trends point towards voluntary turnover as a major problem in the insurance industry. Recruitment is at a much lower rate than turnover, compounding the problem, and directly affecting the bottom line. Current literature does not point to a single variable that causes turnover in the insurance industry. This study attempted to determine the impact that organizational commitment, organizational justice, job satisfaction and each of their sub-variables had on intent to leave in the insurance industry. Using a list of 19,300 e-mail addresses of confirmed insurance agents, this study found the highest inverse correlation with job satisfaction and intent to leave. The results were analyzed to consider both those who were employed by an organization and any participant in the insurance industry, including those who considered themselves self-employed. It was determined that the five strongest factors affecting intent to leave in the short-term for those organizationally employed were affective commitment, continuance commitment, contingent rewards, pay, and fringe benefits. The five strongest factors affecting intent to leave in the long-term for those organizationally employed were affective commitment, nature of work, promotion opportunity, continuance commitment, and organizational communication.