TURNOVER INTENTIONS ON TEACHERS IN INDONESIA: THE ROLE OF AFFECTIVE COMMITMENT, CONTINUANCE COMMITMENT, AND NORMATIVE COMMITMENT

Turnover is a phenomenon that often occurs in organizations. Organizations that are less able to manage human resources well will have an impact on the desire of workers to leave work. The commitment of a teacher in a school organization is able to have a big impact because it can improve the quality of the organization, improve teamwork, create a willingness from oneself to make changes, and strengthen the bond of a worker to his or her organization. This study aims to determine the effect of affective commitment, continuance commitment, and normative commitment, on turnover intention. The sample of this study was private elementary school teachers in Purwokerto, Indonesia. The research instrument used was the organizational commitment questionnaire (OCQ) and the turnover intention scale. The results of the analysis show that there is a significant relationship between affective commitment and turnover intention, and normative commitment and turnover intention so that supported hypothesis. Meanwhile, the relationship between continuance commitment and turnover intention was not significant. Affective commitment has a small effect on turnover intention, while normative commitment has a medium effect on turnover intention. The results of this study are expected to add to the understanding of the literature on how much influence each dimension of organizational commitment has on turnover intentions. Management can carry out various activities that involve teachers in mental and emotional aspects so as to encourage teachers to remain in the organization and contribute to achieving organizational goals.