Quest Journals Journal of Research in Humanities and Social Science Volume 10 ~ Issue 7 (2022) pp: 262-265 ISSN(Online):2321-9467 www.questjournals.org *Corresponding Author: Abdhy Aulia Adnans 262 | Page Industrial and Organizational Psychology, Faculty of Psychology, University of North Sumatera Research Paper The Effect of Organizational Communication Climate on Organizational Commitment in the Retail Industry Izma Aisyah Abdhy Aulia Adnans Zulkarnain (Industrial and Organizational Psychology, Faculty of Psychology, University of North Sumatera) Corresponding Author: Abdhy Aulia Adnans ABSTRACT: This study aims to evaluate the effect of organizational communication climate on organizational commitment at the retail industry. The approach used in this study is a quantitative approach. The population of this study was the employees of the retail industry, with a total of 352 people used as the study sample. Then, for the data collection method used in this study is Likert scale, in which the Likert scale is used to measure the statements submitted in the questionnaire that represent the indicators of each variable in this study. After the data has been collected, the data was analyzed using SPSS 20 software. Based on the results of this study, it was found that there is significant and positive effect of organizational communication climate on organizational commitment. KEYWORDS: organizational commitment, organizational communication climate, retail industry Received 10 July, 2022; Revised 23 July, 2022; Accepted 25 July, 2022 © The author(s) 2022. Published with open access at www.questjournals.org I. INTRODUCTION Organizational success cannot be separated from the role of human resources owned by the organization. However, in some industries, retaining employees is not an easy thing. Thus, making some industries have high turnover rates and turnover intentions. One of the industries with a high turnover rate and turnover intention is the retail industry. The high turnover rate and turnover intention in the retail industry shows that there are still many employees with low organizational commitment. Organizational commitment itself is defined as a condition in which individuals can identify themselves with the organization because of their belief in the values of the organization, showing active involvement by voluntarily trying their best for the benefit of the organization, and showing loyalty to the organization by showing a desire to remain. become a member of the organization (Mowday et al, 1982). This organizational commitment plays an important role in the company. If in an organization, each employee has a high commitment to the organization, it will greatly help the company achieve its maximum performance, and operate effectively (Majid, 2017). Conversely, if there is low organizational commitment, it can create its own problems for the organization, such as high absenteeism, low productivity, low performance, and the desire to leave the organization or even decide to leave the organization so that the company has to make employee changes (Khan et al., 2012). Employee turnover will of course have an impact on the organization, such as the costs that are not cheap in conducting recruitment, interviews, and training for new employees (Porter, 2011). In addition, employee turnover can affect the quality of work, because employee turnover requires certain adaptations and changes, the impact of which will be felt by both new employees and old employees, so that it can cause a decrease in quality, especially if this employee turnover often occurs in a company (Surji, 2014). Based on this explanation, it can be seen how important organizational commitment is and how problems related to organizational commitment will have a bad impact on the organization. Thus, organizations must take issues related to organizational commitment seriously and understand the factors that can affect employee organizational commitment. One of the factors causing organizational commitment is the organizational communication climate (Wibowo, 2016). Based on this, a research was conducted to see the