Antecedents of organizational commitment and its relationship with turnover intention:  a study of business employees in pharmaceutical multi-national companies

Xuan Nhi Nguyen; Hoang Nguyen Khanh Can

doi:10.36096/ijbes.v6i4.570

Authors

Xuan Nhi Nguyen Nguyen Tat Thanh University
Hoang Nguyen Khanh Can Master of Business Administration, HCX Coaching Education Joint Stock Company, Hochiminh City, Vietnam. https://orcid.org/0009-0007-1725-2385

DOI:

https://doi.org/10.36096/ijbes.v6i4.570

Keywords:

Organizational commitment, Turnover intention, Organizational justice, Organizational learning, Employee voice, Career development

Abstract

This research aims to examine the factors influencing organisational commitment and its correlation with turnover intention. This study utilised a sample of 357 sales and marketing professionals, encompassing both staff and managerial positions, across twenty multinational pharmaceutical companies in the Vietnamese market. Qualitative and quantitative methodologies are employed in conjunction. Three out of fifteen hypotheses lack support, indicating that employee voice does not generally influence organisational commitment. Only normative commitment and continuation commitment negatively affect turnover intention. Career growth and organisational fairness significantly influence normative commitment, which in turn has a substantial effect on turnover intention. This research is one of the initial studies to identify the antecedents influencing organisational commitment and its correlation with turnover intention, particularly within the context of multinational pharmaceutical businesses in Vietnam. The research findings indicate that implementing practical measures to enhance career development and organisational justice might elevate normative commitment and diminish turnover intention.

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