Main Influencing Factors Of The Teachers In Independent College’s Turnover Intention

With the in-depth development of economic globalization progresses, and the knowledge economy, the key worker shows a strong, long-lasting effects and advantages in organization development. Organization managers doing all it can to attract, develop, retaining critical employees within the organization. As critical employees of independent college, teachers become the core object of human resource management. However, due to the imperfections of human resource management, independent college teachers in the course of their work will gradually dissatisfaction, and generate ideas of conversing work environment. The more serious turnover intention is, the more easily teachers leave. In fact the losses caused by the resignation of teachers, especially those are welcomed by students, is always greater than the losses caused by other staff of independent college. Therefore, research on the factors of teachers’turnover intention and how the factors work is full of meaning, and can help maintaining the stability of the teachers in independent college.Research IdeasThis article sorts out literature in and abroad, and combined them with the reality of the situation. Firstly, analysis of the factors affecting the turnover intention in order to identify the main factors. Secondly, analysis job embedded, to identify the main dimensions of job embedded. Thirdly, put the dominant job embedded as intermediary variables to research. This paper presents six hypotheses, and established a research model. This paper questionnaires investigation in Chengdu, and put the data for statistical analysis. Finally, according to the findings made recommendations to help reduce the turnover intention of the full-time teachers in independent colleges, thereby helps reducing the voluntary resignation of full-time teachers, and to improve the stability of full-time teachers. Research StructureThis article includes five parts, they are introduction, literature review, research design, and the results of the analysis, conclusions and recommendations. Introduction section includes the background, research purpose, research significance, research ideas and structures, analyzes the necessity and feasibility of this research. Literature review section is the theoretical basis of this study, describes the definitions, dimensions, measurement methods, causes and consequences of organizational silence, organizational commitment and turnover intention, as well as the relations among the three variables, discovers the deficiencies of the current study and introduces the content of this article. Research ideas and design section defines related concepts, designs study model, proposes the research hypotheses, and forms the questionnaire. Result analysis section used spss20on valid questionnaires collected, includes basic statistical description, reliability, validity, and factor analysis to determine the reliability and validity of the scale, difference analysis and correlation analysis, confirms the intermediary function of organizational commitment. Conclusions and recommendations section summarizes the results of the study, proposes strategies from the perspective of human resource development to reduce the mismanagement and improve job embedding, so as to improve the stability of the teachers in independent colleges.Research Innovation and LimitationThis article explores the relationship between turnover intention and the main factors affect it, put the dominant job embedded as intermediary variables to research. It is the enrichment and the promotion to the theory.Research limitation is that the research sample is small due to the limitation of time and effort. In addition, the research is just a cross-sectional study, the data should be dynamic, and relations are subject to change.