This research aims to know the impact of organizational commitment
toward turnover intention, whether affective, continuance, or normative
commitment dominant among employees with similar selling electronic
background. Electronic is very fast in updating their product and price, employees
should resist to any strategies changed. Employees who have no enough
commitment to achieve organizational goals will susceptible on turnover
intentions.
This paper tested organizational dimensions on turnover intentions. Data has
been collected 115 through questionnaire distribute directly. Cronbach’s Alpha,
descriptive statistic and multiple linear regressions (t test and f test include) use to
analyze the data.
The result showed that affective, continuance and normative commitment
has simultaneously negative and significant on turnover intentions and affective is
the dominant variable affected employees. Further research can be conducted in
this research by adding other variables which may related as a turnover predictor
(job satisfaction, organizational citizenship behavior, job stress or employee
engagement).