Intention to Leave - Organizational Commitment Relation : Moderating Effect of Job Performance
Previous studies found that organizational commitment inversely related to intention to leave. Above relationship is found to be moderated by job, experience, gender and perfomance. Above findings are found to be significant in specific setting (environment, demographic factors, culture, etc.). So i...
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| Format: | Thesis |
| Language: | English English |
| Published: |
1998
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| Online Access: | http://etd.uum.edu.my/604/1/KRISHNARAO_AL_APPLANAIDU_-_Intention_to_Leave_Organizational_Commitment_Relation_-_Moderating_Effect_of_Job_Performance.pdf http://etd.uum.edu.my/604/2/1.KRISHNARAO_AL_APPLANAIDU_-_Intention_to_Leave_Organizational_Commitment_Relation_-_Moderating_Effect_of_Job_Performance.pdf http://etd.uum.edu.my/604/ |
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| Summary: | Previous studies found that organizational commitment inversely related to intention to leave. Above relationship is found to be moderated by job, experience, gender and perfomance. Above findings are found to be significant in specific setting (environment, demographic factors, culture, etc.). So it is not 100% applicable in every settings even though above findings are accepted generally. This study is carried out in order to suit
Sharp-Roxy Corporation Sdn. Bhd Setting. At the end of the study it was found that organizational commitment inversely related to intention to leave, but above relationship is not significantly moderated by job perfomance.
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