Study On Relationship Between Organizational Career Management And Staff Turnover Intention In Large Commercial Banks

The financial industry is an important industry in modern society. The main point of competition in China's banking industry is the competition of human resources. The banking employees increased to3.362million in2012. There are164thousands staff more than in2011. The demand for talent is growing steadily in the banking industry. In the background of boundaryless career, it is difficult for employees only to stay at one organization in their lifetime. In order to achieve their career goals, staff pay more and more attention to their own career growth to maintain their competitiveness in the job market. So, it is an important topic for Large Commercial Banks in China that how to retain and develop employees.The first purpose of this paper is to define the dimensions of large commercial bank employees' career growth. On the basis of career growth, the study discusses the relationship among organizational career management, employee career growth, and turnover intention. And explore the effects of proactive personality. According to the final conclusions, the paper discusses human resource management practices and gives som suggestions.The time to research on employees' turnover behavior has more than50years. However, the existing research concerns that turnover behaviors can be predicted by job satisfaction and organizational commitment. But the variance explained are often less than16%. It means the more studies need to research from another perspective, In this paper, on the background of boundaryless career and basis on the cognitive behavioral theory of the "Stimulus-Cognitive-Response" model, the paper focuses on the relationship among employees'career growth, organizational career management, and turnover intention in the Large Commercial Banks. The mail goals are to study employees' behaviors to try to answer the following points, such as the relationship between Large Commercial Bank employees' turnover intention and organizational career management; the dimensions of career growth; the intermediary role to career growth between organizational career management and turnover intention; the role to proactive personality, and the role to employees'external opportunities perceived, etc.In this study, literature study, depth interviews, questionnaires and other theoretical research and empirical testing are used. Before constructing the research model, this paper studied variables, dimensions, measurements and related variables relations through literature to explore possible link between the variables. The paper determined a new dimension in the Large Commercial Banks employees'career growth model. The study collected312valid questionnaires, and test main effects between variables, intermediary effect and moderating effect through SPSS and AMOS software.The main value in this study includes:firstly, from the point of organizational career management to further enrich the theory of turnover; secondly, From the perspective of large commercial bank employees perceive to explore the structure of employee career growth dimension and specific meaning; thirdly, From the perspective of career growth to expand organizational career management and employee turnover intention mechanism, further clear the intermediary effect of career growth between the organization of career management and employee turnover intention. In practice, the value of this study is not only focusing on more than50%employees'career development in China's banking, but also answer how to retain talents employees in the Large Commercial Bank.The conclusions of this study are, firstly, large commercial bank employees career growth includes four dimensions, namely career goal progress, professional capacity building, career reward growth, social capital accumulation. Secondly, the large commercial banks Organizational Career Management has significant negative effect on employee turnover intention. Thirdly, the large commercial banking organization career management has a significant positive effect on employee career growth. Fourthly, career growth in the organization plays a significant intermediary role between organization career management and employees turnover intention. Finally, proactive personality and organizational career management have a significant interaction to career growth, and the perception of external opportunities has regulatory role between career growth and turnover intention.The main innovation of this paper include the following aspects:First, this study develops employees career growth structural dimensions in Large Commercial Bank.. There are four dimensions, namely career goal progress, professional capacity building, career reward growth, social capital accumulation. Second, this study further enriches the turnover theory to construct large commercial bank from a theoretical perspective of career management. The study construct the intermediary model between organizational career management and turnover intention, and test the intermediary effect of career growth. Finally, the study verified the interaction effects on the proactive personality and organizational career management to career growth.