The Research On Influence Of Organizational Commitment Upon Employee's Turnover Behavior

In the process of HRM(Human Resources Management) nowadays, on one hand the frequent flow of staff makes technology swap and cultural exchanges between enterprises become possible, and creates a difficult problem for HR administrator to keep rational turnover rates on the other hand. As for enterprises themselves, the layoff of staff who master important technology and customer materials will bring great losses. Thus the employee's loyalty has been paid more and more attention to by scholars. They use "Organizational Commitment" to summarize employee's independence, ownership and loyalty to the enterprises and organize the structural factors concluding Affective Commitment, Continuance Commitment and Normative Commitment. There is a lack of articles which summarize the influence between Organizational Commitment and staff's turnover behavior. This text proposes the theoretical model, separates the background factors of influence process, and summarizes the concrete manifestation with the foundation of reading massive correlative materials. Finally, it comes to the conclusion that Affective Commitment influences staff's turnover behavior most and staff's organizational Commitment has great differences in the structure and level.This text narrates the theoretical foundation of the influence process firstly, then summarizes the background factors and concrete manifestation, and finally confirms the research supposition empirically. In the empirical research, the text mainly uses SPSS 12.0 and EXCEL for statistical analysis, and draws up a series of conclusions form Factor Analysis, Reliability Analysis, Variance Analysis and Correlation Analysis. The text analyzes the important reasons of such conclusions form the qualitative angle.