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    Effect of job satisfaction and affective commitment on turnover intention
    (İstanbul Gedik Üniversitesi, 2022) Albusaidridha, Ahmed Sahib Abed; Erkasap, Ahmet
    The high rate of turnover has become one of the common problems that many companies have in today's work environment. That is because skills employees are more likely receive better job offers. Therefore, most companies work hard on reducing their employees' turnover intention. This study focuses on two major factors that influence turnover intentions. These factors are job satisfaction (JS) and affective commitment (AC). This study analyzed and discussed the relationships between job satisfaction (JS), affective commitment (AC), and turnover intention (TI). It tested the impact of job satisfaction and affective commitment on turnover intention. This study was applied on three of Iraqi companies, which are the main food products providers in Iraq. The population of the study was 500 employees. They were the top managers, and employees who are working in different positions. A random sample method was used to draw a sample. The questionnaire method was used to collect data. The questionnaire sheets were sent to 300 employees in the sample. There were 233 sheet used as sample size. Using SSPS 17.0 software, all the statistical tests and analyses including factor analysis and regression analysis were performed. The results of this study showed that the job satisfaction has negative and significant impact on employee's turnover intention (?job satisfaction= -0.367). The affective commitment has negative and significant impact on employee's turnover intention (?affective commitment = -0.253). The study concludes that the current levels of employees JS and AC in Iraqi companies can reduce their turnover intention. The study also concludes that these results support the study hypotheses, and they are in line with the theory of turnover intention.