A Positive Research On Organizational Commitment And Turnover Intention

Nowadays, as the number of bank outlets increases rapidly, the joint-equity commercial banks in Dalian district have developed vigorously which become a strong force among the bank sector. At the same time, the competition of talents becomes more and more fierce. The management of resignation of staff has become an important part in the system of human resource nowadays as the loss of staff has become the seasonal phenomenon nowadays and human capital has become a cherished fortune. The talented is the most precious fortune. So keep watch of the human resource is to keep watch of the resource of the company. So how joint-equity commercial banks hold their staff and avoid huge loss appeals high attention by the practice and theoretical researcher.It has already been testified that organizational commitment can predict the intention of quit well. But it is the same to the staff of joint-equity commercial banks in Dalian? How deeply can it influence the intention of quit? What can the HR manager do to reduce the rate of quit from the point of view? These questions need us to research and find the solid evidence.This paper is done by the above background. According to the review and summarize the existing literatures, the structure and hypothesis of research has been proposed as well as the research tool. Then in the use of interview and questionnaire, two hundred and twenty employees have been chosen from seven joint-equity commercial banks in Dalian district to form the research sample. Descriptive statistics, item analysis, factor analysis, regression analysis and reliability and validity of inquiry were used to testify the structure and level of organizational commitment and its correlation of the thinking of quit and intention of quit.From the data statistics, we can sum up the following conclusion:(1) The organizational commitment of Dalian joint-equity commercial banks has three dimensions:Affective commitment, continuance commitment, normative commitment. (2) The level of organizational commitment is lower. (3)The level of intention of quit is higher. (4)The variable level of staff attribute can affect the organizational commitment and intention of quit notably. (5) The organizational commitment is significant negative correlation with thinking of quit and the intention of quit. The organizational commitment and thinking of quit are more significant negative. (6) The organizational commitment dimensions can predict the intention of quit efficiently.Eventually, according to the research results, this thesis provides some suggestions for HR managers expecting to increase the level of remodeling the cohesion power and keep the stability of talented staff efficiently.