Research On The Relationship Between Job Satisfaction And Turnover Intention Of Technical Staff In IT Enterprises: An Empirical Study

Century 21 is the age of knowledge economy. Knowledge which has become the most important element contributes more to economy development than capital, soil and labor does. Talents as the knowledge carrier are the most valuable social resource, they also act as key chain which enterprises rely on to exist and develop. Modern management should be focused on human management and competition between enterprises actually is the one between talents. It is the most threat and trouble which the high-tech enterprises especially the IT enterprises have to face especially on a severe competitive time today.The research on the employees'job satisfaction has not only been a hot issue of the organizational behavior, but also the most popular one in the field of human resources management in recent years. At present the study on job satisfaction remains active; many researchers study job satisfaction as the independent variables, dependent variables and adjust variables. Currently, the research focused on the relationship between variables. Such as satisfaction and performances, satisfaction and stimulation, satisfaction and compensation, etc.Basically, the study on employee turnover is mostly in the Western developed countries. The research is about the key factors that influence turnover or process model of the turnover. Turnover in our country appears after the reform and opening-up program in the 1980s, the study on the theory of turnover focused in recent years.Most of the studies tend to leave home to remain in the shallow described level of turnover phenomenon; many articles are only a simple sum of the employees'turnover phenomenon. .A long time ago, the job satisfaction was considered to be an important variable to explain the turnover. With the economic and social development, the turnover of domestic changes : the first is the object of research from the blue-collar workers in the production-oriented enterprises, then to the employees of services, college teachers, medical personnel, until recently the inspection into employees'turnover of high-tech enterprises But relatively speaking, most of study on job satisfaction and employees'turnover is qualitative, while there aren't so much empirical studies of the relationship between the two . An empirical study on how job satisfaction of technical staf- f IT affects turnover intention remains in blank in domestic.In this paper, empirical study is used to explore the relationship between job satisfaction and turnover intention of technical employees in the IT enterprises. Job satisfaction has many dimensions. Irvine&Evans(1995)build a conceptual framework of dimensions of job satisfaction and turnover intention .This framework provides a good idea to measure the relationships between job satisfaction and turnover intention. Based on the framework, this paper refers to the job satisfaction scale for employees in IT enterprises developed by Zhu Hongkun of Dalian University of Technology. We choose work itself,personal development at work, working conditions, working relationship , organizational environment, work repayment as the core dimensions that influence the employees'turnover intention. Through exploring the relationship between the dimensions of job satisfaction and the turnover intention, then we know the outcome of the influence of the job satisfaction on the turnover intention. This paper also discusses the demographic variables such as sex, age, marriage, and tenure, the nature of work and education background, which have shown the differences in job satisfaction and turnover intention.Based on the literature review and the model, this paper put forward 13 research hypotheses about the relationships of the 6 dimensions of job satisfaction and overall job satisfaction, dimensions of job satisfaction and turnover intention.According to the current situations of the domestic IT companies, we design of the study questionnaire on the basis of the scale developed by unprecedented. We conduct a main survey to test hypotheses, using data obtained from technical staff of IT companies. The samples were taken from Changchun, Shenyang, Shanghai, Beijing, Dalian etc. The questionnaires were sent 250 copies, 150 copies were recovered, of which the valid questionnaires were 134 copies, the percentage of effective recovery is 53.6%.Using SPSS software to analyze and process the recovery data, through statistical methods such as mean comparison, correlation analysis, regression analysis, analysis of variance, the study find that all the hypotheses are supported except one, the relationship between personal development and turnover intention is partially supported.The study is meaningful:Firstly, the mean of overall job satisfaction is 2.81, which indicate the overall job satisfaction of technical staff in IT enterprises is low. Secondly, this paper proves that there is a significant positive correlation between the dimensions of job satisfaction : work itself,personal development at work, working conditions, working relationship, organizational environment and overall job satisfaction. So the managers should focus on improving these areas to enhance the overall job satisfaction of technical staff in IT enterprises.Thirdly, there is a significant negative correlation relationship between dimensions of job satisfaction and turnover intention; the dimensions include the work itself, work relationship, work repayment, working conditions, and the organization environment. When retaining staff, managers should have a clear objective, to increase job satisfaction and reduce staff turnover intention. Through regression analysis, all the dimensions of job satisfaction enter the regression equation except the factor personal development.Finally, the paper indicates that all the demographic variables show no differences on overall job satisfaction and turnover intention, marital status show differences on work relationships, the employee with the better education background may attach more importance on the work repayment; etc. That reminds human resource managers to implement the job satisfaction management by combining these demographic characteristics.Although there are some limitations in this paper, the study to some extent is meaningful for theory and practice.