The role of organizational commitment in reducing turnover intention: Evidence from the hotel industry in Turkey

Ensuring that employees, who are one of the most important assets of organizations, identify with the organization they work for and receive support from their supervisors can reduce their turnover intentions as well as making them more com mitted employees. The purpose of this study is to investigate the mediating role of organizational commitment in the relationship between organizational identification and turnover intention, and perceived supervisor support and turnover intention. Meth odologically, the study is based on social exchange, organizational equilibrium and social identity theories. Among the key re search methods are structural equation modelling, as well as exploratory and confirmatory factor analysis. An empirical study was conducted in a family business that owns two hotels operating in Istanbul, Turkey. Data gathered in November–December, 2023 from 314 employees were analysed with SPSS Statistics and PROCESS Macro statistical tool. The findings revealed that organi zational identification and perceived supervisor support positively related to organizational commitment, and organizational commitment was negatively associated with turnover intention, which indicates that employees who commit to their organiza tion will likely remain there. The results also proved that organizational commitment demonstrated the mediating effect on the relationship between organizational identification and turnover intention, along with perceived supervisor support and turnover intention. The findings show that hoteliers should focus on employees’ identification within the organization as this construct helps prevent their intention to leave. To provide organizational identification, hoteliers can give importance to organizational communication, sharing information, providing feedback, and concentrating on the single purpose.