چکیده (انگلیسی):

Organizational commitment is perceived as an attitude of association to the organization by an
employee, which leads to particular job-related behaviors such as work absenteeism, job
satisfaction and turnover intensions. Turnover is the ratio of the number of workers that had to be
replaced in a given time period to the average number of workers. Employee turnover is affected
by job dissatisfaction, errors in employee selection, and poor management. As a performance
indicator, turnover should be understood by management and leadership of the company.
Turnover in the teaching profession can have important consequences for universities and
students, including the financial and time costs of filling positions, disruption of curricular
continuity, and difficulty in maintain a cohesive school environment. This study examines the
impact assessment of personal factors on organizational commitment which leads to turnover
intentions. The results indicated that the universities in KSA are not stipulating effective measure
to retain their worthy and highly qualified resources. Some of the preventive actions include
management training in order to capture warning of job dissatisfaction and periodic workplace
evaluation of satisfaction, an open door policy style of management, and uphold strict hiring
standards. In order to keep costs down, a streamline and efficient human resource program is
suggested. Furthermore, organizations may gain more by attaching employees, increasing their
investments, and enhancing their obligations to fulfill their goals.