Organizational commitment and managerial turnover: A longitudinal study |
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| Affiliation: | 1. The Hong Kong University of Science and Technology, Kowloon, Hong Kong;2. Huawei Technologies Co., Ltd, Shenzhen 518129, China;1. College of Electric Power, South China University of Technology, 510640 Guangzhou, China;2. Faculty of Electric Power Engineering, Kunming University of Science and Technology, 650504 Kunming, China;1. Doctoral Program Student of Faculty of Public Health, Hasanuddin University, Indonesia;2. Department of Health Policy and Administration Faculty of Public Health, Hasanuddin University, Indonesia;3. Department of Hospital Management Faculty of Public Health, Hasanuddin University, Indonesia;1. Jönköping International Business School, Gjuterigatan 5, S-551 11 Jönköping, Sweden;2. University of Udine, Department of Economics and Statistics, Via Tomadini 30a, I-33100 Udine, Italy;3. Carinthia University of Applied Sciences, School of Management, Europastrasse 4, A-9524 Villach, Austria;1. College of Electric Power, South China University of Technology, 510640 Guangzhou, China;2. Guangdong Key Laboratory of Clean Energy Technology, 510640 Guangzhou, China |
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| Abstract: | This study investigated the relationship between organizational commitment and turnover among a sample of managerial trainees in a large merchandising company. A 15-mo longitudinal design was utilized, with attitude data being collected from the first day of each trainee's employment through the end of the first 15 mo or until the time he left the organization. The results indicated that those trainees who voluntarily left the company during the initial 15-mo employment period had begun to show a definite decline in commitment prior to termination. Early leavers tended to show an early decline and later leavers a later decline. |
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