Study On The Influence Of Subjective Well-being And Organizational Commitment On Turnover Intention Among Business Knowledge Worker

The study investigated the actuality and difference of subjective well-being,organizational commitment and turnover intention among business knowledge worker by means of questionnaire. Discuss the relationship of them and how subjective well-being organizational commitment affects turnover intention. Subjective well-being divides into ten dimensions: contented abundance experience, mental health experience, social confidence experience, growth progress experience, target value experience, self-accepted experience, body health experience, mindset balance experience, relation orientation experience, family atmosphere experience. Organizational commitment divides into three dimensions: affective commitment, normative commitment, continuous commitment .The conclusion show that:(1)Business knowledge worker have high lever of subjective well-being and affective commitment, but the lever of organizational commitment, normative commitment, continuance commitment and turnover intention is low.(2)There are no significant different on subjective well-being in age, gender, marriage, service time, job, but have significant difference on its dimensions. Obvious difference exists on organizational commitment and its dimensions in age, service time, job. There are significant different on turnover intention in age, marriage, service time.(3) A significant correlation was found between subjective well-being and turnover intention organizational commitment. Subjective well-being has some effect on organizational commitment.(4)Obvious negative correlation exists between subjective well-being and turnover intention. Subjective well-being can well predict turnover intention and affect it through organizational commitment.(5)Obvious negative correlation exists between organizational commitment and turnover intention. Organizational commitment can well predict turnover intention that is more than subjective well-being does.(6)The most important factors which influence turnover intention is normative commitment and target value experience followed by growth progress experience, continuous commitment, mental health experience, affective commitment, contented abundance experience.