Research On The Relationship Between Incentive Mechanism Of Small And Medium - Sized Private Enterprises And Employee Organization Identity And Turnover Intention

Since the reform and opening up of China, small and medium private enterprises to social and economic development has played a particularly important role. But private enterprise has long been faced with a dilemma-the turnover rate is too high, the high turnover rate not only increases the cost of business operations, but also weakened the core competitiveness, reduce turnover rate has become one of the priorities of small and medium private enterprises. Private enterprises mainly focus on the external business development and growth, less investment in human resources management. In this study, business incentives and employee organizations recognized two research variables, from the enterprise to retain talent, maintain business stability perspective, the incentive management employees deemed "hard power", the staff organizational identity as a "soft power." There is no incentive on the small and medium private enterprises, research organizations agree that the relationship among employees and turnover intention. In this study, review of the existing literature on the basis of the investigation visited Xi’an30small and medium private enterprises,466valid questionnaires were collected, by understanding the incentives for small and medium private enterprises Identity of the organization, and turnover intention, the preparation of small and medium scale private enterprise incentive mechanism, through data analysis by way of empirical research to determine the dimensions of incentive mechanisms and incentives to explore the relationship between organizational identification and turnover intention.The results show that small and medium private enterprises incentives, organizational identification and turnover intention in demographic variables (marital status, work experience, annual income) on there is a difference; Incentive mechanism and its impact on the various dimensions of organizational identity are significantly positive; enterprise incentive mechanism and its impact on turnover intention of various dimensions are significantly negative; affect their organizational identification on turnover intention is significant negative of organizational identity plays an intermediary role in the impact of incentives on turnover intention of. draw the following conclusions:Firstly, of incentives for small and medium private enterprises mainly constitute three aspects:developed by individuals, working independently, and salaries and benefits.Secondly, small and medium private enterprises should consider the personal attributes of employees incentives to develop, evaluate employees in organizational identification and turnover intention.Thirdly, companies incentives to employees organizational identification has a positive predictive effect on employee turnover tends to have a negative prediction; organizational identification of employees tend to have a negative effect on turnover to predict.Fourthly, When an employee organization recognized intervention will increase the negative impact of corporate incentives for staff turnover intention.