Relationship Between Organizational Identification And Turnover Intention Of State Hospital Staff

ABSTRACT:Currently more and more serious conflicts between doctors and patients. Patients considered "difficult and expensive" prominent problem in health care, and doctors considered the high work pressure, low job satisfaction, so brain drain of health workers was serious.In recent years, organizational identity was becoming a core concept of organizational behavior, mainly referring to members of the organization in many aspects of behavior consistent with the idea of the organization, not only they find themselves in the organization both rational contract and responsibility, but also irrational a sense of belonging and dependence, as well as on the basis of this psychological behavior results exhibit dedicated to the activities of the organization. Turnover intention is the staff to generate ideas of leaving the organization and to find other work performance possibilities. Turnover intention is the direct antecedent variables turnover behavior. By analyzing the factors affecting employee turnover intention can predict the behavior of leaving of the staff. Factors that affect employee turnover tend to include personal factors, business factors, and external environmental factors. This study by surveying three public hospitals212employees of organizational identification, job satisfaction, turnover intention, servant leadership, through data analysis, the corresponding results were obtained. The results of this study showed that organizational identification and job satisfaction of public hospital staff was a significant positively correlated relationships, organizational identification and turnover intention was significantly negatively correlated relationships, and job satisfaction and turnover intention was significantly negatively correlated relationship; service leadership has enhanced on organizational identity impact on job satisfaction, service leadership has weakened organizational identity impact on turnover intention, and service leadership has weakened job satisfaction impact on turnover intention.