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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Bibliographic Details
Main Author: Applanaidu, Krishnarao
Format: Thesis
Language:English
English
Published: 1998
Subjects:
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.