Empirical Research On Organizational Commitment And Turnover Intention Of Employees Of Private Enterprises In Xinjiang

Recently, private enterprises have achieved rapid development and become an importantforce of development and construction in Xinjiang, increasing contribution to economicconstruction，political stability and social development. But the high staff turnover of privateenterprises in Xinjiang has become a bottleneck which restricts the development ofenterprises.The loss of employees brought the following problems for the development of privateenterprises.First,it poses a great threat to the realization of the enterprise performance; Second, theloss of employees in key position, not only take the technical secrets but also commercial secretsof enterprises, at the same time take the enterprise customers, make enterprise suffered huge losses;Third,the loss of employees increases the enterprise human resource replacement cost. So theresearch on employee turnover problem of private enterprises in Xinjiang has important practicalsignificance.As the direct antecedent of departure, turnover intention is the best predictor for departurebehavior, this article namely by measuring the turnover intention reflects employee turnoverbehavior of private enterprises in xinjiang; As an important attitude variables, organizationalcommitment has a good predictive effect on employee turnover. Different personal characteristicsof employees also exist certain differences on organizational commitment and turnover intention.This article first reviewed the study of the domestic and foreign scholars,combining with fieldresearch to build the influence model between organizational commitment and turnover intention,at the same time found the relations between demographic variables, organizational commitment,turnover intention and a large number of assumptions are put forward. Combining with the specialpolitical，economic and cultural environment in xinjiang,this article introduces national which is anew demographic variable,which has certain significance for enriching the theoretical study oforganizational commitment and turnover intention. Using questionnaire of Chinese employee’sorganizational commitment which was developed by LingWen Quan et al, this article completesthe investigation of urumqi, changji, korla. Using SPSS17.0software for reliability and validitytest of survey data, this article proves that the measurement questionnaire has good reliability andvalidity.Through variance analysis, correlation analysis and predictive analysis,in conclusion, age,nationality, marital status, education, job category, position and length of service these sevenpersonal characteristics variables have significant influence on organizational commitment;nationality, age, job category these three personal characteristics variables have significantinfluence on turnover intention; opportunity commitment and turnover intention exists positivecorrelation; affective commitment, ideal commitment,economic commitment and normativecommitment has negatively relationship with turnover intention; Four dimensions oforganizational commitment entered the regression equation of turnover intention, opportunity commitment has a positive influence on turnover intention, emotional commitment, idealcommitment, economic commitment has negative impact on turnover intention, and normativecommitment has no effect on turnover intention.Finally, on the basis of the empirical data, thispaper revises the effects model, discusses the empirical results and puts forward five managementrevelation, in order to strengthen employees’ organizational commitment of private enterprise inXinjiang and reduce their turnover intention.