| With the rapid development of Chinese economy, the banking industry of our country got well development. In the same time, more foreign capital banks entered the Chinese market. This exacerbated the competition of the banking, and led to the high employee turnover. The high turnover rate will give the enterprises certain risks and losses. The dominant losses are the recruitment, training, exit replacement costs and etc. The recessive risks are the staff demotivation, internal management into chaos, and enterprise image collapse. So in the theory and management practice views, the analysis of leaving influence mechanism is an important subject. This paper will analyze the relation of the occupational commitment and turnover intention, and take the organizational trust as a mediating variable. In the occupational commitment view, this paper aims to take beforehand control of leaving behavior, provide a new view of the exiting management in human resource management, and try to complete the mechanism of occupational commitment and turnover intention in theory.Taking the staff of commercial banks in Dalian for example, this paper will use SPSS.17.0to study the relationship between the three variables. This paper is divided into five sections.The first part outlines the background, the methods and the main points of every parts. The second part reviews existing researches of the occupational commitment, organizational trust and turnover intention, as well as the relation among them. The third part outlines the object, the definitions of the variables, proposing the hypotheses and the theory model. The forth part outlines the data analysis, including validity and reliability analysis, anova, correlation analysis and regression analysis. The last part gives conclusion based on the empirical research findings, suggestions and the limitations.By empirical research, the following conclusions are researched:First, the levels of the occupational commitment and organizational trust are fairly high, which all dimensions of the occupational commitment are also in the medium and high level. However, the level of turnover intention is low, and it reflects certain level of the turnover situation of the banking staff.Second, different demographic variables have significantly different influence on the occupational commitment and turnover intention. Gender has different influence on normative commitment and turnover intention. The property of the banks has different influence on affective commitment, normative commitment and turnover intention.Third, the affective commitment and normative commitment have significant negative influence on the turnover intention. However the cost commitment has no prediction function to the turnover intention.The last, organizational trust plays a complete mediating role between affective commitment and turnover intention, and plays a part mediating role between normative commitment and turnover intention.There are two innovation of this study. First, this paper takes the commercial banks in Dalian for example, and analyses the relation among occupational commitment, organizational trust and turnover intention. The conclusions of this paper suggest that, to the staff of banks, different from teachers and nurses, the cost commitment has no prediction function to the turnover intention. Gender and the property of the banks have different influence on turnover intention. Second, the existing analyses mostly study the immediate relation between occupational commitment and turnover intention, but there is less study about the interior cause and effect and the mechanism. This paper chose the organizational trust as a mediating variable, which has influence on the mechanism between occupational and turnover intention. It consummates the mechanism and management.In the further study, we can increase samples and variables in the analyses, and perfect the mechanism between occupational commitment and turnover intention. |
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