Research On The Characteristics Of Organizational Commitment Of Dispatched Workers And Relationship With Turnover Intention

As a supplement to the traditional mode of employment, the labor dispatch ofemployment patterns, as a new form of employment, has been recognized by manycompanies, and has got the rapid development in the labor market at home and abroad.The most obvious characteristics of the employment dispatch is the separation of theemployment and use of labor, the labor dispatch services signed a contract withdispatched workers, but the actual payment of the labor occurred between the dispatchedemployees and labor units.With widespread use of the labor dispatching mode, the dispatched employees hasbeen recognized by more companies, but at the same time, some of the problems with thedispatched workers have gradually emerged, for example, the lower level oforganizational commitment; they are easily ignored, unfairly treated, the greatpsychological pressure. If those problems can’t be effectively resolved, the risk causedby those problems was sure to give the healthy development of enterprises. Therefore, itis necessary to give more attention to the psychology and behavior of the dispatchedemployees.Summarizing the relevant literature, the paper studied the characteristics oforganizational commitment of the dispatch staff, at the same time, based on the actualsituation of China’s enterprises’ using labor dispatch, the paper analyzed the correlationbetween the different dimensions of organizational commitment and turnover intention ofthe dispatched employees, and in-depth studied the effect of organizational commitmenton the turnover intention of the dispatched employees. By analysis of variance,correlation analysis and regression analysis, the paper got the following conclusion:1. The dispatched employees hold the organizational commitment to the companiesusing dispatched laborers, which, the level of continued commitment to the companies isthe highest, normative commitment is the second, affective commitment is the lowest.2. The dispatched employees hold a strong turnover intention.3. There is a significant negative correlation between the organizational commitmentand its three dimensions and turnover intention of the dispatched employees, which, the negative correlation between affective commitment and turnover intention is thestrongest, normative commitment with turnover intention is the second, and continuedcommitment with turnover intention is the weakest.4. Organizational commitment of the dispatched employees has a strong explanatorypower to turnover intention, which, affective commitment has the strongest ability topredict intention to leave, followed by normative commitment, continued commitment toa minimum effect.5. With the different individual backgrounds characteristics dispatched employees,there are significant differences between theirs organizational commitment and turnoverintention, which, the gender, age, education, jobs and industry differences of thedispatched employees have a significant impact on organizational commitment, age,seniority, job and industry differences of the dispatched employees have a significantimpact on turnover intention.