Study On Influencing Factors For Turnover Intention Of Serving Doctors At The Corps Division Level Hospital In Xinjiang

Object:The purpose of this project is to explore the Demographics factor, job satisfaction andorganizational commitment to the Turnover Intention important for the impact of in-service doctorsvariables to identify the key factors to seek effective measures to reduce the turnover rate for hospitaladministrators to provide practical solutions programs.Methods: In this study, the data collected using SPSS13.0the mean, variance, and other statisticalindicators of the survey sample data analysis. Mean significant difference test using independent samplest-test and individual variance, respectively, on the impact of gender, age, marital status, educationalbackground and other demographic variables on turnover intention doctor. Impact factors of each factor,gender, age, marriage, education, work experience, job title, duties, the average monthly income ofintention to quit variable intention to quit simple linear regression and multiple linear regression analysis.Results: Questionnaire after reliability and validity analysis, turnover intention of the relevant factorsquestionnaire Cronbach’s α coefficient was0.928. The validity of principal component analysis processingto extract the correlation matrix eigenvalue greater than a factor of1, a total of seven factors extracted,accumulated explain73.329%, these seven factors explained73.329%of the variance, indicating Scaleinternal suppression better. The questionnaire has good reliability and validity;Doctor turnover intentiontotal score (10.84±2.51) points, expressed in terms of the overall level of the higher turnover intention ofthe Corps division-level hospital doctor there is a big turnover intention, lack of stability, re-career andemployment a high possibility. Turnover Intention II score highest, said the Corps division-level hospitaldoctors the possibility of external work. Turnover intention Ⅰ, Ⅲwere3.67±0.88,3.47±0.97, Corpsdivision-level hospital doctors may quit the present job, take the initiative to look for other work;differentgender, work experience, job title inspection level α=0.1level differences there are significant with sex;different ages, engaged in professional categories, vocational qualifications, monthly salary, department α=0.05, there are significant differences; marriage, academic form of employment, salary expectation doctorturnover intention difference Although there is no difference, however, graduate turnover intention scorehigher than other qualifications; non-doctors in preparing the departure propensity score is higher than inpreparing doctors;By stepwise multiple regression calculations,29influencing factors, the five importantfactor in the impact of their joint34.1%explained variance in Table5variables can predict turnoverintention34.1%of turnover intention change;tandardized regression equation: the turnover intention=15.33-0.493feelings of commitment+0.205titles-0.124age-0.098salary-0.087monthly salary. Specificto the amount of the individual variables explain the emotional commitment to the highest explained32.2%;followed by age,0.9%; then the salary, title, monthly salary explained:0.6%,0.6%,0.5%,34.1%of thetotal amount of explained.Conclusion:The Corps division-level hospital doctors job satisfaction overall low, matching the level ofsatisfaction of the minimum of which salary and work; the Corps division-level hospital doctors is lowoverall organizational commitment, including units of poor economic will not leave the lowest level of organizational commitment;higher turnover intention of the Corps division-level hospital doctor, the doctorthere is a big turnover intention, lack of stability, the higher the possibility of re-career and employment;the Corps division-level hospital doctors gender, work experience, job title at the inspection level α=0.1level on turnover tendencies difference was significant; Corps division-level hospital doctors of differentage, engaged in the professional category, vocational qualifications, monthly salary, department α=0.05,significant difference;29impact factors by stepwise multiple regression equation calculated into a total offive significant variables were: affective commitment, job title, age, salary and monthly salary, thecombined amount of variance explained was34.1%, in Table5variables can predict34.1%change inturnover intention.;Standardized regression equation: the turnover intention=15.33-0.493feelings ofcommitment+0.205titles-0.124age-0.098salary-0.087monthly salary. Specific to the amount of theindividual variables explain the emotional commitment to the highest explained32.2%; followed by age,0.9%; then the salary, title, monthly salary explained:0.6%,0.6%,0.5%,34.1%of the total amount ofexplained. Sum up the above five factors are the main factors causing the division-level hospital doctorturnover intention. Turnover Intention of the the Corps division-level hospital doctors to predict the mostobvious.