A Study Of The Relationship Between Employee Turnover And Commitment

Generally, People think contribute in one company whole life is better than peoplewho always job-hopping. Researches also focus the opposite relationship betweenemployee job-hopping and dedicating for one company in the past years. They believethat employee turnover will reduce productivity, weaken the management effect andteam cohesion. Meanwhile, employee turnover can also cause problems such as lowerstaff loyalty and engagement. Harvard Business Weekly reports that reduce5%of theemployee turnover can reduce10%operating cost, and can lead to high employeesatisfaction and engagement. But it has been changed when high technical knowledgeworker raise up. Knowledge worker has the characteristics of different from simplelabors, they are more concerned about his progress in the field of professional andpersonal value in return. They have higher professional loyalty and lower organizationalloyalty. In spite of their frequent flow, it does not hinder their professionalism anddedication of his own work. In this situation, high turnover rate of flow and dedicationis probably coexist, may be they have no inverse relationship. It is because therelationship between mobility and engagement of current staff is not yet clear, butemployee mobility and engagement all have a significant impact on the development ofthe enterprise. So the research of the relationship between the two has become a focus inthe study of this article.This research based on the past traditional research, regard knowledge worker as anew breakthrough point of the relationship between employee turnover and engagement,and extract the two significant elements of mobility and engagement: organizationalcommitment and professional commitment. Then according to the two factors set up anew model of the relationship between employee job-hopping and dedicating. Andanalysis the relationship between employee job-hopping and employee commitmentrelated to organizational commitment and professional commitment, especially whenorganizational commitment and professional commitment in the conflict.In the empirical research process, this study uses combining method ofquestionnaire survey and data analysis. First, collect relative mature and high scalequestionnaires. Then according to the actual need of the study to draw up suitablequestionnaires. Second, select various industries of knowledge workers as our surveyobjects. Last, through descriptive statistics, reliability and validity analysis, analysis ofvariance, correlation and regression analysis to analysis the relationship of staff mobility and engagement.Empirical research results show that the situation of the opposite relationship ofemployee job-hopping and employee commitment is only a part of their relationship.There could be multiple exist of employee job-hopping and employee commitment afterconsidering of organizational commitment and professional commitment. And hightechnical knowledge employee much more cares the promotion in the zone and valuerefund. They have higher commitment in the professional zone but lower commitmentfor company. Although they always job-hopping, but it does not mean low commitment.This article emphasizes that the enterprise managers treat the relationship betweenemployee turnover and commitment from a certainly perspective and turn their focus tocultivate employee’s commitment spirit not just reduce mobility. According to theresearch conclusion and achievements, this article put forward the correspondingmanagement proposals at last.