The goal of this study is to give researchers with a fresh viewpoint for next research by shedding light on the link between organizational commitment and turnover intention in the tourism and hospitality literature with more broadly applicable findings. In this regard, a thorough literature analysis methodically found individual studies that looked at the connection between organizational commitment and turnover intention in the travel and hospitality sector. Design/methodology/approach: To determine whether there is a relationship between organizational commitment and turnover intention, as well as to more accurately and thoroughly estimate the direction and intensity of the relationship, individual studies were combined and examined using a meta-analysis method. Thirteen scientific publications that satisfied the inclusion criteria were subjected to the analysis.

The findings indicated that workers' intentions to leave the tourism and hospitality sector had a somewhat unfavourable association with organizational commitment. People with strong emotional ties to their organizations will be less likely to want to leave in this situation than others. In addition to reinforcing organizational commitment, effective personnel selection, performance evaluation methods, promotions, training and development opportunities, career opportunities, talent management, and functional virtues like strong communication, trust, and justice will also draw in talented individuals and guarantee employee retention. Individual research examining the connection between turnover and organizational commitment were collected, summarized, and examined in the present study. The research adds cumulative and trustworthy data to the literature on the link between organizational commitment and turnover by reviewing individual studies, which advances the area. Additionally, the research is the first meta-analysis on the topic to be conducted.