This document discusses a research study about the effects of organizational commitment and occupational commitment on employee turnover intentions and organizational citizenship behaviors. The study found that organizational commitment has a negative impact on turnover intentions, meaning higher organizational commitment leads to lower turnover intentions. It also found that organizational commitment has a positive impact on organizational citizenship behaviors. The study found that occupational commitment did not have a significant effect on turnover intentions or organizational citizenship behaviors. It also found some interaction effects between organizational commitment and occupational commitment regarding these factors.

1. Organization Behavior
The Arab Academy for Management,
Banking and Financial Sciences
(AAMBFS)
Dr. Cristine Karmy
Research About
Turnover intentions and organizational citizenship
behaviors and effects of organizational and
occupational commitment
Prepared by:
Mohamed Abd-Elmageed Mogahed
Academic No.
22221035156

2. Definitions:
Turnover Intention
Refers to an employee’s willingness or intention to voluntarily quit their job or leave
a company.
Organizational citizenship behaviors
Behaviors of a discretionary nature that are not part of employees’ formal role
requirements.
Occupational commitment
Refers to the extent to which employees are committed to their line of work
Organizational commitment
Is an individual's psychological attachment to the organization

3. Introduction:
In the last decade, employee welfare and satisfaction have become a major concern for
management in organizations. This concern has been noticed from the realization that
trained, experienced, satisfied, and committed employees can be pivotal for long-term
organizational success. Retention of dedicated employees can prove to be a key to success
because frequent employee turnover can lead to a number of problems, such as insufficient
workforce, the costs of recruiting and training new employees, and organizational
inefficiency and lack of productivity. All these increase the burden on management. Hence,
keeping employees satisfied, motivated, committed, and long serving in their jobs has been
identified as an important task for managers. It is believed that internal motivation,
emotional association of belongingness to the organization, regard for the organization’s
goals, and a willing “team commitment” are instrumental in fostering the construct of
“organizational citizenship behaviors”.

4. Factors Influencing on Employee Turnover Intention and
organizational citizenship behaviors
Occupational
commitment
Organizational
Reputation
Colleague
Relations

5. Impact of organizational commitment on turnover intentions and
organizational citizenship behaviors
Organizational commitment have negative effect on turnover
intention and a positive relationship with organizational
citizenship behavior among employees

6. Impact of occupational commitment on turnover intentions and
organizational citizenship behaviors
occupational commitment did not have any noticeable effect thereupon

7. Interactional effects of organizational and occupational commitment on
turnover intentions and organizational citizenship behaviors
Both organizational commitment and occupational commitment
showed certain overall interactional effects regarding organizational
citizenship behaviors as well as turnover intentions.