LINKING ORGANIZATION COMMITMENT TO EMPLOYEE TURNOVER: AN EMPIRICAL INVESTIGATION OF MILLENNIAL EMPLOYEES IN SHANGHAI, CHINA.

Abstract

Employee turnover remains a significant challenge for organizations, especially with the growing presence of millennials in the workforce. This study examines the relationship between organizational commitment and employee turnover among millennial employees in Shanghai, China. Organizational commitment is analyzed through three dimensions: affective commitment, continuance commitment, and normative commitment. The aim of this research is to understand how these dimensions influence turnover intentions among millennials, a generation characterized by distinct work values and high mobility. Using a quantitative research methodology, data was collected from a diverse sample of millennial employees across various industries in Shanghai. Statistical analysis was employed to explore the correlation between the levels of organizational commitment and the likelihood of employee turnover. The findings provide significant insights into the specific aspects of organizational commitment that are most influential in retaining millennial employees.