Manager`s Level of Commitment to the Organization as a Factor of Staff Turnover

This final qualification work is devoted to studying of communication between manager's commitment to the organization and an indicator of turnover of staff. As the main methods of research have been used the adapted commitment level assessment technique to the organization ("Organizational commitment scale") of J. Meyer and N. Allen OCS and poll for detection of potential turnover of staff. The theoretical review, and also the analysis of data on turnover of staff has revealed logical prerequisites to consideration of communication between the specified constructs. The analysis of these constructs has confirmed existence of negative correlation between them. In addition, the assumption of existence of some mechanisms mediating this communication has been made: type of career (insider/outsider). Research was conducted on the Russian selection which managers of the international company retailer, and also the linear employees who are at them under supervision have entered. The obtained data can be used for planning of correctional and training and motivational programs for the managers directed to increase of level of their level of commitment for decrease in an indicator of job rotation. And also for correction of personnel policy of the organization, namely, the redirection her towards work with the available potential personnel reserve (increase of number of insiders). The obtained data are actual for the Russian companies with similar personnel policy.