Enablers and Barriers of Organizational Commitment and Its Impact to Employee Turnover Intentions in an Education Organization: (Case of PT ABC)

Abstract

Employee with low organization commitment may cause high turnover intentions. Organization commitment is one of the companies remain viable. The purpose of this research is to determine the enablers and barriers of organization commitment and its impact to employee turnover intention at PT ABC. This qualitative research used an open ended interview where 10 participants from PT ABC gave their perspective regarding the topic of discussion. The results show the enablers for employees to stay committed are a) work from home availability, b) low alternative employment, and c) work engagement. Meanwhile, the barriers are a) workload and long working hours and b) occupational stress. Leader should have this understanding to reduce turnover intentions and turnover related expenses at PT ABC for improving their business performance in educational setting. Through this research, the business owner and leaders at PT ABC should take the initiative to maintain the stress level of the employees by reducing the working hour and workload which causes the employees to feel stressed and burnout. The initiative to maintain employees may also be considered by giving them rewards, incentives, salary raises, health benefits, appreciation, and recognition. These finding can assist leaders to have better grasp of the link between employees' affective. The findings can assist leader to have better grasp of the link between employees' affective, continuance, and normative commitment and turnover intentions.