A Study On The Relationship Between Employee Job Satisfaction And Turnover Intention

The former rural credit cooperatives--now rural commercial banks,first started in the planned economy era,as the main force of China’s rural financial market,has made great contributions to the development of rural areas,serving farmers,and helping agriculture;With the establishment of China’s socialist market economy and the gradual improvement of rural financial market,its functions,functions and management ideas are also changing quietly.However,due to the particularity of the rural commercial bank and with the close contact of countryside,farmers and agricultural natural,determines the necessity of its social responsibility to fulfill itself,combined with the historical burden is heavy,and backward system and institutional constraints,the rural commercial bank once lagging development,employee satisfaction is not high,employee turnover phenomenon appears more and more,turnover rate is rising,As a result,rural commercial banks have been seriously hindered in their transformation to modern commercial banks.The biggest challenge facing rural commercial banks at present is how to introduce and retain talents.Based on the market-oriented reform of rural commercial banks,this paper focuses on the influence of satisfaction degree on turnover intention of employees by investigating the behavior of T rural commercial banks in Shanxi Province.Combining the theory of man and the environment,work requirements type incentive theory,resource theory and content through the T bank employees on the semi-structured interviews to refine the influencing factors of departure,and combined with the important literature,making satisfaction scale,the questionnaire survey to employees,systematic analysis of nine great satisfaction influence on staff turnover intention,Finally,countermeasures and suggestions are put forward for T Rural Commercial Bank to reduce the turnover tendency of employees.The main conclusions are as follows:Through the semi-structured interview with the departing employees of T Rural Commercial Bank,this paper summarizes the key words and phrases of the interview materials,and summarizes the factors affecting the employees’ dimission.A total of 93 feedback messages were received in this interview,and satisfaction was mentioned 72 times in 93 feedback messages.Therefore,this paper will focus on the impact of satisfaction on employee dimission.This paper integrates the influencing factors and refers to the existing research to organize nine specific satisfaction dimensions: corporate culture,office environment,system and process,interpersonal relationship,training and education,performance appraisal,salary,career promotion and job achievement satisfaction.After establishing the thought of research satisfaction on the demission situation of T Rural Commercial Bank,this paper puts forward the research hypothesis based on the human-environment matching theory,job requirement resource theory and content incentive theory.Using the maturity scale in the existing literature,this paper studies the turnover tendency of employees.The in-service employees filled in the questionnaire,and the researcher conducted mathematical statistical analysis by using the professional analysis software SPSS.The analysis results showed that not all the nine satisfaction levels negatively affected the turnover intention of T Rural Commercial Bank.The four satisfaction levels that passed the significance test were salary situation,performance assessment,career promotion and work achievement.That is,employees’ performance appraisal satisfaction negatively affects employees’ turnover intention,salary satisfaction negatively affects employees’ turnover intention,career promotion satisfaction negatively affects employees’ turnover intention and achievement satisfaction negatively affects employees’ turnover intention.In addition to verifying the hypothesis,this paper also confirmed that for T rural business employees,the position and working years also have a negative impact on turnover intention,that is,the higher the employee’s position,the lower the turnover intention;The longer the employee’s working life,the lower the turnover tendency.Based on the above research conclusions,this paper puts forward specific improvement measures based on the actual situation of T Rural Commercial Bank,performance appraisal,career promotion and employees’ work achievements of T Rural Commercial Bank.Specifically,in terms of compensation,it is necessary to optimize the employee compensation system,formulate a multi-level and differentiated compensation system,improve the compensation development plan and pay attention to compensation equity;In terms of career promotion,it is mainly to formulate career development plans for employees,attach importance to entry selection,formulate and implement talent training plans and implement post rotation mechanism;In terms of performance appraisal,we should improve the performance appraisal mechanism,clarify the performance appraisal indicators,optimize the performance appraisal process and perfect the human resource management system.In terms of employees’ sense of achievement,they should be given a certain challenge to their work,do necessary auxiliary support work well,and encourage employees to summarize and share.