| As special nature of PLA and CAPF, the vast majority of officers below colonel have to switch from army to other organizations. The mobility of officers promotes the upgrading of officer team, as well as influence the work satisfaction and intent to leave of officers. As a result, analyzing the cause of military officers'turnover intention will take an important role in retaining talents, as well as improve the efficiency of talent.This paper first reviewed the literature of turnover intention, job satisfaction, organizational commitment, then put forward the proposition of research. Data obtained through survey was progressed by using descriptive statistics, variance analysis, and regression analysis. By doing these, we discussed officers'work satisfaction, organizational commitment and their effects on turnover intention. The results show that: officers'working environment satisfaction and achievability satisfaction are higher than pay satisfaction and work itself satisfaction; among the there components of organizational commitment, emotional commitment is the highest, followed by normative commitment, and continuous commitment; turnover intention of officers is middling, and correlated with education, patterns of entering army, military tenure, position, work unit, as well as leading position; emotional commitment, normative commitment, work itself satisfaction, and achievability satisfaction do significantly negative impact on officers'turnover intention.At last, the study indicated that, to attract and retain talent, we should increase the military officers'work satisfaction and organizational commitment. The paper suggested that in order to increase work satisfaction and organizational commitment, CAPF should constructing special organizational culture, promote the implement of career management, strengthen train and use officers of advanced academic degrees, and stabilize the policy of resettlement.
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