Impact of Organizational Commitment on Turnover Intention on Employees of the Simplex Engineering & Foundry Works Pvt Limited”

A

PROJECT REPORT

ON

“Impact of organizational commitment on turnover intention on employees of the Simplex Engineering & Foundry Works Pvt Limited”

Submitted in partial fulfilment for the award of the degree
Master of Business Administration
Chhattisgarh Swami Vivekanand Technical University, Bhilai

Submitted by HEMLAL SAHU & VIKASH GAVEL
MBA – Semester 2
(Session 2012-14)

Approved By,
Dr. Manoj verghese
Head of the Department
Guided By,
Mr. HImanshu Vaishnaw
Asstt. Professor

Rungta College of Engineering & Technology
Kohka, Kurud Road, Bhilai (C.G.) - 490020

DECLARATION

I the undersigned solemnly declare that the report of the thesis work entitled a study on “Impact of organizational commitment on turnover intention” on employees of the Simplex is based on my own work carried out during the course of my study under the supervision of Mr. Himanshu Vaishnaw.
I assert that the statements made and conclusions drawn are an outcome of my research work. I further declare that to the best of my knowledge and belief the report does not contain any part of any work which has been submitted for the award of MBA degree in this University or any other University of India or abroad.

_________________
(Signature of the Candidate)
HEMLAL SAHU
Enrolment No: Ak5683

CERTIFICATE FROM THE ……………..

This is to certify that the work incorporated in the thesis a study on “Impact of organizational commitment on turnover intention” on employees of the Simplex is a record of research work carried out by HEMLAL SAHU bearing Enrollment No.: AK 5683under my/our guidance and supervision for the part fulfillment for the award of MBA Degree of Chhattisgarh Swami Vivekanand Technical University, Bhilai (C.G.), India.

To the

Bibliography: INTRODUCTION Organizational commitment has been defined as the relative strength of an individual’s identification with, and involvement in, a particular organization (Mowday et al, 1982) Tang et al’s (2000) study confirmed the link between commitment and actual turnover and Griffeth et al’s (2000) analysis showed that organizational commitment was a better predictor of turnover than overall job satisfaction. A review of organizational commitment research literature by Meyer and Allen (1991), and corroborated by Dunham, Gruba and Castaneda (1994), identified three types of organizational commitment: affective, continuance and normative.