The Empirical Analysis Of The Factors Affecting The Bank Employee Turnover Intention

For the banking sector, the arrival of the 21 st century not only lead to the rapid development of economy, but also led to the outbreak of the banking, the original state-owned banks also become to the way of stock system, as the Agricultural Bank of China into the Shanghai Stock Exchange on July 15, 2010, the four old state-owned banks all reformed into the joint-stock company, the owner of that four banks have changed. Joint-stock Banks, management concept and philosophy also need to keep up with the pace of reform, but the four old state-owned banks owing to the survival and development under the state system, the old system already entrenched, and it is very difficult to pull out.In recent years, all sectors want to improve the enterprise’s own defects by training, and hope to be able to keep up with the pace of the era better, at last complete the reform and innovation. But if one company wants to reform and innovation, talent is the key, not only the introduction of talent, but also the retention of talent, it is also very important. For the bank newly hired employees, the retention degree declined year after year, most of the new employees when they have accepted the training,they will move to another bank "without warning", the new employee orientation does not achieve the desired effect. For the older employees in the banks, most of their ages are old, and the headhunters dig the old employees who are experienced and have many veins become more and more common, this have causing a huge loss of ability employees, the turnover also running rapidly. On the fact of such situation, just like to help other Banks, especially the emerging bank, training new staffs. The four old state-owned banks have started to check themselves, at the same time, lead into the introduction of current popular ways to reduce staff turnover rate- training. But just copy the way can not produce the desired effect, and it will waste a lot of human resources, material resources and financial resources. Ultimately, they are not finding the real training needs of this problem.This paper selected the employees of the Agricultural Bank of China and the Construction Bank of China. After the first part is introduction, mainly come out the problems of research methods and significance, and introduces the present stage as the basic condition of the sample size of the bank staff daily training. The second part is the literature review, mainly including three aspects: organizational commitment, employee satisfaction and turnover intention. In this part, there is mainly a classified analysis of these three variables, model and the influence factors, such as theory foreshadowing for the next part of the data statistics and analysis. The third part is the data statistical analysis, including the selection of sample size, questionnaire design, data analysis and so on, this paper mainly adopts state statistical software for statistical data correlation analysis and regression analysis, demonstration analysis and put forward the assumption to before. Finally return to practice, combined theory and reality, put forward suggestions for the four old state-owned banks training organization. The last part is summary and research prospects, this part mainly points out the shortage of present research and future research direction.In the end, I hope this paper research results and the training improvement scheme has been given, could help people who are engaged in this field with their research in the future, or these training improvement suggestions could been given to the banks when they need, and also hope this paper can help employees to enhance the overall sense of belonging of the bank, reduce staff turnover.