The influence of job satisfaction and organisational commitment on turnover intention in one of the Public Service Departments within the Western Cape

Abstract

Multiple empirical studies have confirmed the effects of job-related attitudes, like employee job satisfaction and organisational commitment, on turnover intention. Both are some of the most studied drivers of organisational behaviour. Different authors have recognised that poor job satisfaction and organisational commitment lead to people leaving their jobs voluntarily. This causes employers to lose their best workers, which may affect an organisation's ability to reach their goals. This research aimed to determine the relationship between job satisfaction and organisational commitment to turnover intention in a selected public service department in the Western Cape. One of the most critical challenges of the public sector is employee retention since high turnover rates hamper service delivery and affect organisational performance. Therefore, this study investigates the role of job satisfaction and organisational commitment on members' intention to leave the organisation. The researcher used a quantitative research design; employees were surveyed using standardised questionnaires, which measured job satisfaction, organisational commitment, and turnover intention. It has been shown that turnover intention negatively correlates with job satisfaction and organisational commitment. The research further finds dimensions of job satisfaction and organisational commitment in the public service. The researcher provides practical suggestions to enhance employee satisfaction and involvement, to reduce turnover intention, and to enhance organisational stability. It highlights how employers can put their best foot forward to create a positive workplace and enact retention strategies.