Job satisfaction and organizational commitment as factors of turnover intention of IRS procurement employees

This study examined the relationship of job satisfaction and organizational commitment as factors of turnover intention of IRS Procurement employees. The theoretical model put forth based on the literature was that job satisfaction instills commitment, and commitment and turnover intention are inversely related.;A survey was conducted comprising 411 IRS Procurement employees. This survey was developed to assess employees' satisfaction with their jobs. To assess organization commitment, 4 items from the Revised Version of Meyer and Allen's Affective Commitment scale were used. Using statistical analyses, this study examined job satisfaction and organizational commitment as factors in the turnover intentions of IRS Procurement employees. The effects of race, gender, and age on job satisfaction and organization commitment were examined.;It was found that the turnover intention of IRS Procurement employees is not significantly related to the job satisfaction and organization commitment of the employees. Also, men and women in the IRS Procurement organization do not experience significantly different levels of job satisfaction and organization commitment. Further, it was proven that whites and nonwhites in the IRS Procurement organization do not experience significantly different levels of job satisfaction and organization commitment.