Petrochemical Enterprise Job Satisfaction, Organizational Commitment And Turnover Intention Relationship Study

This study focuses on relationship between the job satisfaction, organizational commitment, perceived alterative employment opportunities, turnover thought and turnover behavior intention from a sample of staff in Sinopec on the basis of previous staff turnover studies. The paper also discusses how different individual employee attribute affects the above variables.This research adopts case study and questionnaire survey methodology to investigate 180 employees in seven subsidiaries in Sinopec. Finally it can be concluded as follows:a. The overall staff job satisfaction is at low level. The transferred and promoted system is at the lowest level. The overall staff organizational commitment is also at low level. The staff turnover thought and the turnover behavior tendency are medium-high.b. There are remarkable differences in promotion system and the salary factors of work satisfaction, organizational commitment, perceived alterative employment opportunities, turnover thought and turnover behavior intention in different service period or age group employees. The work satisfaction and organizational commitment of employees with one to five year service period or in the twenty-five to thirty years old age group are at relatively low level. But turnover thought and turnover behavior intention are very intense. They are the key objects of human resources management in companies. In addition, the higher positions employees are in, the higher salary satisfaction they have, and the lower level the turnover thought and the turnover behavior intention are at. Unmarried employees have higher turnover intention than married employees.c. The higher employee job satisfaction is, the higher is the organizational commitment. Job satisfaction is the prediction index of organizational commitment. The transferred and promoted system plays the greatest role on predictions of organizational commitment.d. The staff organizational commitment and perceived alterative employment opportunities have significant prediction ability to the turnover thought. Organizational commitment is also an intermediary variable factor to job satisfaction.e. Staff turnover thought and perceived alterative employment opportunities have significant prediction ability to the turnover behaviour intention. The turnover thought plays the greatest role on the prediction of the turnover behaviour intention.This research finally makes some suggestions for business management and following studies according to the main conclusions.