This study aims to elucidate the link between organizational commitment and turnover intention within the tourism and hospitality literature, yielding more generalizable findings and offering researchers a novel approach for future investigations. In this context, a thorough examination of the literature systematically identified individual research that explored the correlation between organizational commitment and turnover intention within the tourist and hospitality sector.

Individual research was integrated and examined via a meta-analysis approach to ascertain the existence of a link between organizational commitment and turnover intention, and to evaluate the direction and severity of this association in a more accurate and complete way. The analyses were conducted on 13 scientific articles that satisfied the inclusion criteria.

The findings indicated a moderate negative correlation between organizational commitment and workers' turnover intention within the tourism and hospitality sector. In this situation, people with emotional attachments to their institutions would have reduced turnover intentions compared to their counterparts. The appropriate selection of personnel, performance appraisal methodologies, promotion pathways, training and development prospects, career advancement opportunities, and talent management, alongside functional attributes such as effective communication, trust, and equity, will not only bolster organizational commitment but also draw skilled individuals to the organization and guarantee employee retention.

In the present research, separate investigations examining the correlation between organizational commitment and turnover were aggregated, integrated, and evaluated. By reviewing individual studies, this research offers cumulative and credible data to the literature about the link between organizational commitment and turnover, so advancing the area. The paper is the first meta-analysis conducted on the pertinent topic.