The purpose of this study is to explore the factors affecting organizational commitment, to analyze relations between these factors by introducing a new model, and to reveal how these factors specifically affect work commitment and intention to quit the job. The factors were pooled after extensive literature research. A two-phase pilot study was applied, along with normality tests, factor analysis, discriminant validity, and regression analysis. The final form of the survey was conducted with 205 participants actively employed in an organization. Important findings of the study suggest that work commitment is positively affected by organizational trust, the importance of the job, affective commitment, normative commitment, and negatively affected by self-confidence. Organizational trust and affective commitment negatively affect intention to quit, whereas self-confidence and talent positively affect intention to quit. By introducing an originally proposed organizational commitment model, this study presents an up-to-date analysis of some overlooked factors in the literature and suggests new factors potentially affecting organizational commitment, work commitment, and intention to quit. The outputs of this study can be utilized by organizations in making strategic decisions about indubitably one of the most precious assets of organizations: employees.
