Commitment and job satisfaction as predictors of turnover intentions among welfare workers

High commitment expresses willingness to contribute to the environment as part of a belief in common values and goals. In the world of labor, job involvement expresses a partnership of values and organizational goals and a desire to support the organization in order to achieve the same goals. Welfare organizations serve as an example of the importance of job involvement and organizational commitment to promote professional and effective work. This study has a dual focus. First, it examines the concepts of organizational commitment and job involvement in welfare organizations in Israel. Second, it studies the influence of these factors on job satisfaction and on withdrawal intentions in the context of welfare organizations. The study population included 330 employees in a welfare organization that provides community services. There were 220 respondents. The findings of the study show that continuance and affective organizational commitments affect job satisfaction. Both career commitment and job satisfaction have a significant influence on withdrawal intentions and on thinking of quitting the organization. These results are discussed in relation to the complex and changing structure of welfare organizations, in general, and community centers, specifically.