The purpose of this study is to investigate the impact of the retention factors (compensation, job characteristics, training and career opportunities, work/ life policies and supervisor support) on the organizational commitment (affective, continuous and normative) in high technology employees of the Sudanese telecommunications sector. The study adopts the quantitative approach for hypotheses verification. A questionnaire was developed and sent to 3 high tech employees in the Sudanese telecom sector. Data from 219 respondents were used to validate the measures and to test the research model. A multiple regression model was used; findings revealed that there is a significant positive relationship between (i) compensation and affective and continuance commitment (ii) training and career opportunities and affective and normative commitment (iii) Job characteristics and work/ life policies and normative commitment. Supervisor support had no direct impact on any of the organizational commitment components. Furthermore, the highest degree of association was found between training and career opportunities and normative commitment. The study suggests that an effective human resource management HRM system that fosters competitive compensation, fair training and career opportunities, enriched job characteristics and balanced work life policies, is likely to result in a higher organizational commitment.
Keywords: Affective Commitment, Normative Commitment, Organizational Commitment, continuous commitment, high-tech employees
