Culture, organizational commitment and intention to leave of knowledge workers: Designing and presenting a model in RIPI

One of the major concerns of any organization, espically the knowledge based organizations, Is intention to leave. Turnover, in additionnaly, Direct and indirect costs, Causes Transfering Capabilities to Rival Company and finally loss of competitive advantage. The organizational commitment is one of the best predictors of turnover and absence because people who are more committed, have greater adherence to the values ​​and goals of the organization, play their role more actively, they also decide to quit their job and find new job opportunities less frequently. On the other hand, Organizational culture is a useful tool to analyze and predict organizational behavior, commitment, loyalty and employee's intention to leave in the organization. This study looks into the effect of organizational culture on organizational commitment of knowledge workers in RIPI and their intention to leave the organization. Furthermore, it investigates the relation between culture, commitment and intention to leave in the form of a causal model. This research was carried out by descriptive method of correlation branch is based on Structural Equation Modeling (SEM). The population consisted of all Faculty members in RIPI. The main tool to gather data is by 179 questionnaires. Finally, as a result organizational culture has a positive, direct and significant effect on organizational commitment, organizational commitment has a negative and significant effect on intention to leave, and organizational commitment plays a mediatory role in the relationship between organizational culture and intention to leave.