Organizational Commitment and Intention to Quit of HR Practitioners: A Study from Indonesia

Currently there are not many studies on turnover among HR practitioners, even though their function itself is very important in managing retention programs and reducing employee turnover in companies.This study aims to examine HR practitioners’ intention to quit in the company as well as how organizational commitment could affect their intention to quit. The sample of the study was taken purposively from several HRD communication forums in Jabodetabek and 264 respondents. Hypothesis testing used the PLS-SEM approach with WarpPLS software. The results of the study reported that organizational commitment predicted HR practitioners' intention to quit. The dimensions of affective commitment and normative commitment significantly influence the intention to quit, while continuance commitment has no significant effect. The practical implication of this study is that the HR practitioners’ intention to quit is at a moderate rate and organizational commitment on HR practitioners only predicts their intention to quit by partial impact, meaning the remaining is influenced by other variables. Moreover, continuance commitment does not significantly influence the intention to quit. Thus, it can be said that for HR practitioners, organizational commitment is not a strong predictor of predicting their intentions to quit. It is necessary to investigate other factors of their work attitudes that have greater influence.