Research On Relationship Between Employees' Job Satisfaction Rate And Turnover Intention In Small And Medium Enterprises In Chongqing

Employees' demission directly impacted the stability of the talent in enterprises and possible increased the cost of human resource management. So turnover intension research became very important in human resource management. Since there was a close relationship between satisfaction rate and turnover intention, the research focused on the content of satisfaction rate and the relationship between satisfaction rate and turnover intention. The research would help to understand employees' working attitude, constitute corresponding policies of human resource management, keep the required talent stay in enterprises and increase the strength of enterprises' competition.According to measurement and statistics, the research got 294 available questionnaires from 320 employees in seven small and medium enterprises (SMEs) with self-developed scale. Analyzing data with SPSS11.0, the research explored content structure of employees' satisfaction rate in SMEs in Chongqing and studied the relationship between employees' satisfaction rate and turnover intention.The research showed that:(1) Employees' job satisfaction rate had five factors, including pay satisfaction, promotion satisfaction, work satisfaction, colleague satisfaction and organization satisfaction.(2) There was distinct differentia between job satisfaction rate and population variable. That is, there was distinct differentia between gender and job satisfaction, gender and colleague relation; there was distinct differentia between age and pay satisfaction; there was distinct differentia between marriage and pay satisfaction, marriage and colleague satisfaction, marriage and organization satisfaction; there was distinct differentia between education and pay satisfaction; there was distinct differentia between earning and job satisfaction, pay and promotion satisfaction, pay and colleague satisfaction. (3) There was prominent differentia between turnover intention and population variable. That is, there was prominent differentia between age and turnover intention; there was prominent differentia between marriage and turnover intention.(4) There was prominent correlation between turnover intention and job satisfaction's three factors, including work satisfaction, promotion satisfaction and organization satisfaction.(5) According to the outcome of the research, the dissertation made suggestions that constituting various incentive policies for different population variable; stressing interpersonal relation factor in job satisfaction to improve communication in organizations; providing fair salary and welfare; perfecting train system and development system to reinforce the enterprises' culture.