Mediating Role of Organizational Commitment in the Relationship of Attitudinal Aspects and Employees’ Turnover Intentions: A Theoretical Framework

Abstract

There is no largely debated or written piece available about the factors that incite the intentions of older workers to leave the job. The aim of study is to investigate the relationship between work experience characteristics (Perceived organizational support [POS], co-worker support, career satisfaction, age-related stereotypes and organization commitment dimensions) and an organizational withdrawal intention (turnover intentions). This study is based on the previous literature. Secondary data is used to establish the relationship among the variables. By enhancing the employee’s rganizational commitment, the turnover intentions can be avoided. Coworkers support increase the feeling of employees’ commitment towards organization. Employee’s dissatisfied behaviour leads them towards the intentions to quit the job. It’s a primary responsibility of the management to control the turnover intentions because it is linked with the cost.