Two the most commonly researched antecedents of employee turnover are organizational
commitment and job satisfaction (Mobley, Griffeth, Hand & Meglino 1979; Snead & Harrell
1991; Gregson 1992; Ghiselli, Lopa & Bai 2001). While commitment and satisfaction are
both important in understanding staff turnover, satisfaction is likely the more readily altered
given that commitment pertains to the congruence of organizational and employee goals
and objectives.