Relation of Work Commitment Constructs with Voluntary Retirement and Turnover Intention

The commitment is one of the most important work-related variables that effect other job behaviors and attitudes. The aim of this research was investigation of relationships between work commitment constructs and voluntary retirement and turnover intention in an industrial company by two samples of managers.
This is a correlational research. The first sample was consisted of 136 high-level managers and the second one was consisted of 374 middle managers that were selected by stratified sampling. Participants responded to Oreyzi and Glparvar (1387)` fourquestions scale of voluntary retirement and turnover intention, Baulfour & Wechsler (1996)` organizational commitment questionnaire, Paullay and his colleagues (1994)` work centrality scale, Arania and his colleagues (1981)` professional commitment questionnaire and Kanuago (1982)` job involvement & work involvement scales.
Findings: Findings indicated that work centrality is more related to retirement intention rather than turnover intention, while identification organizational commitment and affiliation organizational commitment are more related to turnover intentions rather than retirement intention in both of groups. Also, the level of management (high or middle) don`t make differences in relationships between work commitment constructs and retirement and turnover intentions.
Organizations and managers can decrease employees` voluntary retirement and turnover intention with increasing work commitment constructs.