Research On Influence Of Organizational Commitment Upon Core Talents' Turnover Intention In Technology Start-ups

With the rapid development of knowledge economy and technology industry, many high technology-based start-ups have been filled. They usually have a world-class or national leading high-tech products or applications, with strong application prospects and significant market benefits in the future, as well as very prominent core competitiveness. The innovation of knowledge and capacity owned by Technology start-ups is the soul and the core, so as a carrier of knowledge and skills, the core talents have become the most important strategic competitive resources of technology start-ups.Compared with general staff, they have a high level of capacities, concern implementation of their own values, desire a high achievement and have special occupational characteristics, such as autonomy, individuality and the spirit of innovation. Therefore, core talents have a high will of flowing, pursue for their own values, which undermine their loyalty to the organization, result in continuous increasing brain drain rate, and bring risks to the talents management of technology start-ups. Therefore, maintaining structural stability of TMT and controling turnover rate of core talents are the key aspects of echnology start-ups, and also the hot research spots of theoretical circles.Western scholars such as Porter defined organizational commitment as an a positive attitude toward the organization. Mobley considered turnover intention is best prediction of turnover behavior. Retrospective analysis of existing research, organizational commitment is a new conception which can forecast the level of turnover intention availably.On the basis of generalizing the research fruits covering this issue home and abroad, we adopt the organizational commitment structure developed by Lin Wenquan. Firstly this thesis proposes the theoretical model of the influence process between organizational commitment and turnover intention.Then, we collect the data by questionnaire, and use SPSS15.0 for statistical analysis; draw up a series of conclusions from descriptive analysis, correlation analysis and regression analysis: Core talents'organizational commitment and its dimensions have negative correlation with their turnover intention; affective commitment, normative commitment and choice commitment cannot forecast efficiently turnover intention; while ideal commitment and economic commitment can forecast efficiently turnover intention. At last, this thesis modifies the model above and puts forward some managing measures for technology start-ups to strengthen core talents'organizational commitment and reduce their turnover intention.