Effect of orientation training on the intention to leave the job by means of organizational commitment

This study was conducted to examine the effect of orientation training on intention to leave the job by means of organizational commitment. Most businesses have difficulty to retain their qualified employees nowadays. It is occupationally quite challenging for newly recruited employees at their first times in the workplace. For this reason, companies need to pay attention to orientation training. This research shows that the employee who received orientation training increases organizational commitment while his/her intention to leave the job affected in a negative way, moreover, this employee performs a faster process in contrast to the one who do not acquire an orientation training. In the theoretical part of this research, the definition, planning and the importance of orientation training, and its importance for the business and employee is emphasized. The definition of organizational commitment and its impacts for the businesses, the occurrences of intention to leave job and its effects, and the effect of orientation training on intention to leave the job by means of organizational commitment, are also focused. In the practical part, the effect of orientation training applied in an accommodation business on organizational commitment and intention to leave job is determined by the applied questionnaire for the trained staff. The first part of the questionnaire focused on the demographic characteristics of the staff. The second part focuses on the situations created by the orientation training. In the third part, the organizational commitment issues that are experienced in the business are defined. And finally, in the fourth part, intentions to leave the job are defined. Keywords: Orientation training, organizational commitment, intention to leave the job