An Investigation into the Impact of organizational commitment upon Turnover Staff in M.C.P.Co

This study is about the effect of Organizational Commitment upon Turneover of personnel. Statistic Social in this research is the personnel of M.C.Pars company and statical sample is consist of 196 emploees from social organization. Allen & Meyer model have been used In analysis of organizational commitment, beside using Thomlinson & Jenkins model in analysingturneover of personnel and also Spearman correlation Test has been used for analysis datas and hypothesis test of research. LISREL software was used to make our conceptual model so that bringing a goodness of fit embracing measuring the variables through confirmatory factor analysis methodology and defining the relationships among variables by using structural equation and casual models. In attention to the conclusions of the basic hypothesis of research and subsidiary hypothesis are indicate that the meaningful negative correlation between Organizational Commitment and its components: Affective commitment, Continuance commitment and Normative commitment with Turneover of personnel. Also the second basic hypothesis of research results showed inbetween components Organizational Commitment, Affective commitment has the most significant negative effect on Turneover. Normative commitment and Continuance commitment are the next. Also between Moderator variables, job grad and contract are powerful Moderator, gender and record of service are week Moderator.