| Abstract [eng] |
Employees’ turnover due to the internal and external organizational environment has become a challenge for executives of organizations in general, and human resources administrators in particular. It is known that continuance commitment is based on the individual’s recognition of the costs linked to leaving from and the benefits associated with staying in an organization. Therefore, employers could benefit from hierarchical classification of the antecedents of continuously committed manpower because they could perceive the motives of an employee’s commitment and adopt, for example, appropriate leadership behaviour in order to improve the level of continuance commitment and, in turn, the levels of job satisfaction and job performance. Scientific problem is unexplored hierarchical dependence of the antecedents of an employee’s continuance commitment. The aim of the research is by applying the Decision trees to identify hierarchical dependence of the antecedents of an employee’s continuance commitment. To verify the research, general methods of scientific research, such as scientific literature analysis and synthesis, were used. Empirical research was grounded on quantitative data processing methods. Multidimensional statistical methods, such as exploratory and confirmatory analysis (Decision trees module, Chaid method), were used, descriptive statistics were applied. In this article outlined concentrated interactions among the antecedents of an employee’s continuance commitment explain job-related behaviours of individuals, thus they may be applied in human resource management practice when searching for the optimal managerial strategy stimulating employees’ continuance commitment to an organization. |
