Research On The Relationship Between Organization Attractiveness And Employee’s Voluntary Turnover Intentions

With the development of market economy and improvement of financial assets socialization degree, the position and role of banks have become more and more important in the national economy overall operation. As the main part of modern financial industry, banks play a significant resource allocation and economic regulation role in the market economy. Along with our provincial economic development and the further increase of financial market demands, all banks start opening branches in succession, which has resulted in the high demand for financial talents, relatively fierce talent competition and highly-competent talents’job-hopping to better treatment enterprises. In the meanwhile, the fast work rhythm and high quality requirements bring heavier work pressure and volume because of the intensifying competition within banking industry, which makes some employees feel unqualified and generate ideas to resign voluntarily. Banking staff often complain about the pressure that makes them work under the long-term high work load, unreasonable pay scale that couldn’t well reflect their own post value, as well as some unfair phenomenon, and therefore trigger the thought of turnover. When banking staff tend to turnover, their resigning behavior would exert a negative influence on the work efficiency and performance. As a consequence, how to improve bank organization attractiveness to reduce voluntary turnover intention makes great sense to Chinese-funded banks.This paper takes the Shenyang commercial banks staff as research objects and comprehensively adopts literature analysis method, questionnaire investigation method and data analysis method to discuss the relationship between commercial bank and bank staff voluntary turnover intention. On this basis, I also conduct deep analysis about each dimension organizational attractiveness’s influence on employees’voluntary turnover intention, so as to attract, motivate and retain bank talents for commercial banks as well as build an attractive organization image and provide feasible management measures.According to the related survey research and data analysis, the conclusions of this paper are as below:1. There is a negative correlation relationship between organizational attractiveness and employees’ voluntary turnover intention.2. There is a negative correlation relationship between each dimension’s organizational attractiveness and employees’ voluntary turnover intention, which means the fair salary management, challenging work content, reasonable work duration, harmonious work atmosphere, sound career development opportunities and positive strong organization image are beneficial to reducing commercial bank employees’ voluntary turnover intention.3. Demographic variables have some influence on commercial bank employee’s voluntary turnover intention, which means the lower level employees have higher voluntary turnover intention than the higher; lower education employees have higher voluntary turnover intention than the higher; no-experience or never-skipping employees have higher voluntary turnover intention than the opposite.The above research results could serve as reference for commercial bank human resource management and could play a certain realistic role in reducing employees’ voluntary turnover intention.This essay has made some achievements on the relationship between organizational attractiveness and employees’turnover intention tendency, but owing to limited personal ability, sampling characteristics and etc., there are still some shortcomings that need further and extending research.