A Positive Study On The Relationship Between Organizational Commitment And Turnover Intention

The frequent flow of staff can make technology swap and cultural exchanges between enterprises become possible, but high employee turnover rate could bring employers huge loss.For enterprises,the layoff of staff who master important technology and customer materials will bring great losses.Thus the employee’s turnover has been paid more and more attention to by scholars and managers,how to decrease turenover rate in order to bring the maximum benefits for the organization becomes the most critical issues.A lot of methods such as salary stimulation, leaders’demonstration, building up ernterprise’s culture are all applied to reduced employees’intention of turnover in practice.However,these methods are rarely established in employees themselves which is the headstream of the core competence or try to focus on how to change empolyees’psycholoygical condition to reduce their turnover intention.As the competition between enterprises is getting fiercer and fiercer and knowledge is newer all-time accelerate, more and more enterprises realize that high quality of employees’psychology is the effective guarantee of enterprise’s competence, which is the headstream of the core competence.So,It’s realistic meaningful for enterprise human resource management to exploit and utilize psychological resource of employees, to improve stuffs’loyalty to organization.In the previous research,there is quite little study on the organizational commitment impact on the employees’turnover intention with psychological capital as a Moderator. With the development of a new concept called psychological(PsyCap) captical in and abroad, PsyCap has gradually become the index to measure employees’psychological quality.Therefore,on the basis of the survey of the employee organizational commitment, psychological capital and their turnover intention,this thesis rooted in Chinese culture is aimed to discuss how organizational commitment impacts on employees’turnover intention and whether psychological capital could strength the relationship between them,which provides the theoretical foundation for management practice.In this paper,270employees are adopted as the trail samples,the result of regression analysis indicates that organizational commitment and its three factors have a great negative influence on employees’turnover intention,and the influence can be stronger when the level of psychological capital is higher.Among these three factors (affective commitment, continuance commitment, normative commitment), continuance commitment is impact mostly. At the last of the paper,we raise some new advice such as debeloping employees’psychological capital, strengthening their organizational commitment for enterprise’s human resource management on the basis of the conclusion.The creativity of this thesis is that we analysis the moderating effects of the psychological capital in the course of decision of the turnover intention.The thesis validates that psychological capital can strengthen the relationship between organizational commitment and employees’ turnover intention,which will be good to help dealing with effectively the problem of employee turnover intention,and it is also good to clarify the principle of turnover intention in theory.