شهرت سازمانی، تعهد سازمانی و تمایل به ترک خدمت

The issue of turnover intention of employees is one of the organizational challenges which can harm the organizations' progress. It is a problem for all managers who are destined to protect, preserve and improve productivity of their human resources and therefore requires special attention. Thus, identifying factors affecting employee turnover intention is very important. The purpose of this study is to investigate the relationship between organizational reputation and organizational commitment with employee turnover intention in executive organizations of Sepidan city - Iran. The statistical society of the research included all employees of executive organizations which were 646 employees. The results indicated that there was a significant relationship between organizational reputation and organizational commitment (comprising three components of Emotional Commitment, Continuous Commitment and Normative Commitment). There was a significant relationship between organizational reputation and turnover intention (with individual and environmental variables). However there was no significant relationship between organizational reputation and structural variables of employee turnover intention components. Also, there was a significant relationship between organizational commitment (with components of Emotional Commitment, Continuous Commitment and Normative Commitment) and turnover intention. It is suggested that organizations pay due attention to it so that they can use its tangible and hidden advantages.

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