Job Satisfaction And Turnover Intention As Predictors Of Organizational Commitment The Case Of Ethio-telecom

The purpose of the study was to examine the relationship of job satisfaction and turnoverrnintention in predicting organizational commitment, both overall and dimensionalrnperspectives. The study population was 1113(only technical personnel) and participantsrnwere taken 260 (m=178, f=82) full time employees selected by stratified random samplingrnfrom four locations. The study utilized adapted forms of GJSQ, TIQ and OCQ in order tornmeasure job satisfaction, turnover intention, and organizational commitment respectively.rnThe result of the study showed gender difference in general commitment and normativerncommitment dimensions. The correlation result indicated that job satisfaction andrnorganizational commitment have inverse relationship with turnover intention. Furthermore,rnselected socio-demographic, job satisfaction and turnover intention variables in explainingrnthe criterion variable (organizational commitment), showed an explanation power of 24.3%.rn24.3% of the variance in organizational commitment was due to the variables included inrnthe model. However, when the independent contribution of each variable in the study wasrnexamined, only job satisfaction and gender contributed significantly to the variability ofrnorganizational commitment and the MANOVA analysis indicate that job satisfaction affectrnsignificantly to the components of commitments (Affective, continuance and normative)

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