Effects of organizational commitment, job involvement, and organizational culture on the employee voluntary turnover process

In the field of turnover research, relationships between the employee and the employer have been investigated to determine possible correlations between psychological antecedents such as organizational commitment, job involvement, the psychological contract, organizational culture and subsequent organizational behaviors such as the voluntary turnover process (Porter, Crampon & Smith, 1976; Mowday, Steers & Porter, 1979; O'Reilly & Chatman, 1986). Mowday, Porter and Steers (1982) state that organizational commitment is negatively related to the employee voluntary turnover process. Mathieu and Zajac (1990) report that the relationship between organizational commitment and job involvement was the largest observed. Organizational culture also may have a contextual effect on the relationship between organizational commitment and a behavior such as employee voluntary turnover (Randall, 1990).; The present study is designed to examine the relationships between employee organizational commitment, job involvement, the psychological contract, organizational culture, and the process of employee voluntary turnover. Variables that will predict the probability of, and rate of, the employee voluntary turnover process are determined.; Participants in this study are managerial and service employees of a large southwestern organization. The employees completed questionnaires and opinionnaires on the job site during paid working hours at the geographical locations of the organization. Turnover data was assessed each month for a period of six months after the initial administration of the above-mentioned questionnaires and opinionnaires. Survival analysis, specifically the Cox proportional hazards model was used to assess the relationship of both the occurrence and the timing of the turnover process to the multiple predictors measured at one point in time.; Analyses of associations between survival time and qualitative and quantitative variables yield a predictive model for employee voluntary turnover containing the variable measure, Employee Perceived Obligation to employer. There exists a significant negative association between the variable and the hazard of voluntary turnover. Demographic variables tested in a predictive model that proved to be significant are gender, age, ethnicity and salary. There is a significant negative relationship between the variables age and salary and the hazard of employee voluntary turnover. A positive association between the two variables gender and ethnicity and the hazard of turnover exists.