Job Insecurity Impact On Turnover Intention

Nowadays employee turnover rate has also become a common phenomenon, the loss of organizational talent will bring no small loss of tissue, and therefore how to reduce attrition rates become an issue of great concern to the organization.In a study of employment issues, and turnover intention is generally considered the best indicator to predict the behavior of employment, the so-called turnover intention, refers to employees in an organization after working for some time, after some consideration, resulting want to leave and tried to look for other job opportunities intentions, its employees as the last step before a formal resignation, and that can effectively predict turnover intention to leave the staff. In this study, turnover intention Shihai study introduces two additional variables:job insecurity and organizational commitment. Job insecurity is one of the individuals on the overall perception generated by the existing work on existing work itself may lose valuable job characteristics concerns. Organizational commitment refers to the individual identity and strength of an organization’s participation reflects a psychological state of the individual and organizational relationships.In this study, the preparation work Hellgren insecurity Scale, Scale Mobley prepared turnover intention and organizational commitment scale Meyer compiled three scales needed to scale integration costs Institute in Chongqing, Sichuan, Beijing and Shanghai cities395valid questionnaires distributed enterprise.Conclusions are as follows:1. Job insecurity, organizational commitment and turnover intention there are significant differences in demographic variables.2. Job insecurity, organizational commitment and turnover intention relationship between any two:job insecurity and turnover intention was positively correlated; organizational commitment and turnover intention was negatively correlated; job insecurity negatively correlated with organizational commitment. Further regression analysis showed that the two dimensions of job insecurity on turnover tend to have a significant positive prediction:three dimensions of organizational commitment on turnover tend to have a significant negative predictor; job insecurity two dimensions of organizational commitment have a significant negative prediction.3. organizational commitment from the part of the intermediary role between job insecurity and turnover intention:emotional commitment from the part of the intermediary role between job insecurity and turnover intention; normative commitment between job insecurity and turnover intention from the part intermediary role; continued commitment from the part of the intermediary role between job insecurity and turnover intention.