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Employee turnover is a classic problem often faced by business owners. The employees’ intention to turnover from one company to other companies can be an indication of lack of good relationship between individuals and companies, and shows the low commitment of the employees to the companies. This study aims to figure out: 1) correlation between organizational commitment and turnover intention; 2) correlation between psychological contract and turnover intention. The sample is sales clerks of retail companies in Purwokerto, amounting to 40. The subjects consist of 17 males and 23 females. Most of the subjects are married (31 respondents), aged ≤ 30 years old (19 respondents), having 1 – 4 years job experience (15 respondents). The methods of data collection are Organizational Commitment Questionnaire (OCQ), scale of psychological contract, and questioner of turnover intention. The research result shows r (n : 40) = -0.573, p = 0.001 and r (n : 40) = -0.569, p = 0.001. It can be concluded that a significant negative correlation existed between organizational commitment, psychological contract and turnover intention; the higher organizational commitment and psychological contract, the lower turnover intention, and vice versa. The results of this research are expected to help the sales clerks in performing their psychological contract to the companies and vice versa; the companies are expected to be more sensitive to the needs of the employees (sales clerks), so their positive perception will be formed towards the companies.

The Correlation Between Organizational Commitment, Psychological Contract And Turnover Intention Of Sales Clerks At Retail Companies In Purwokerto