The Three Component Model of Organizational Commitment and Superintendent Turnover Intent: A Quantitative Study
Abstract
This doctoral dissertation examines the relationship among the three components of organizational commitment: affective, continuance and normative, job satisfaction, and turnover intent of New Jerey superintendents. Additionally, it examines the interplay between job satisfaction and organizational commitment, exploring whether job satisfaction plays a mediating role in their intention to leave their positions. Furthermore, the study aims to ascertain whether differences in organizational commitment, job satisfaction, and turnover intention exist across various demographic factors, including age, gender, salary levels, educational background, tenure within a district, and the geographical location of the district.Recommendations for future research encompasses conducting a longitudinal mixed-methods approach to examine turnover intention for an extended period. Furthermore, providing a more comprehensive understanding of how the complex relationship between organization commitment, job satisfaction, and job performance may lead to voluntary or involuntary turnover for superintendents.
Subject Area
Educational administration|Management|Occupational psychology|Educational leadership|Organizational behavior
Recommended Citation
Kalina, Mona Lisa, "The Three Component Model of Organizational Commitment and Superintendent Turnover Intent: A Quantitative Study" (2024). ETD Collection for Fordham University. AAI31293342.
https://research.library.fordham.edu/dissertations/AAI31293342
