A Study on Organizational Commitment, Turnover Intention, and Work-Life Balance among Working Professionals

Abstract

The aim of the study was to investigate the relationship between organizational commitment, turnover intention, and work-life balance among working professionals. The study addresses the gap in understanding these factors among working professionals, especially in Delhi, NCR region. The data of 36 people in the age group of 20-30 was collected, using a standardized scale such as the Organizational Commitment Scale (Allen & Meyer, 1990), Turnover Intention short form scale (Bothma & Roodt, 2013), and Work-Life Balance Scale (Hayman, 2005). Results indicated a positive yet insignificant correlation between organizational commitment and work-life balance, suggesting that employees who have managed their work-life balance well are more likely to show higher organizational commitment. Also, turnover intention shows a negative insignificant correlation with organizational commitment as well as work-life balance, explaining that if employees are less committed to their organization, then they are likely to leave the workplace. The chances of turnover intention can be reduced among working professionals if work-life balance is improved. These findings show that a supportive environment in the workplace can enhance work-life balance and ensure the loyalty of employees. However, limitations include generalization of the results, self-reported measures, and smaller sample size. Future research can focus on longitudinal designs and imply more focus on the specific working sector. In conclusion, organizations must implement policies with the help of industrial psychologists and human resource managers that promote work-life balance to retain committed employees and hence, increase performance.