Organizational Commitment And Turnover Intention Of Empirical Research-Nanchang Branch Of China Merchants Bank As A Example

Organizational commitment is an invisible psychological contract between employees and organizations. Business leaders must pay attention to the improvement of organizational commitment, and effective use of the psychological contract to motivate and retain employees. In this paper, Nanchang of China Merchants Bank staff for the study, carried out the first three-dimensional model of organizational commitment banks and turnover intention model validation; Secondly, to explore Nanchang Branch of China Merchants Bank staff level of organizational commitment and turnover intention status, and individual differences the impact of organizational commitment; Finally, we discuss and come to turnover intention relationship between organizational commitment and organizational commitment based on the dimensions of the relationship between turnover intention to explore and summarize.Based on the literature has been reviewed and summarized and some further research ideas presented in the study based on the idea of exporting research issues and put forward hypotheses, select research tools and identify the research object, formed the framework of this study design. This study used a questionnaire survey of 20 branches, nearly 300 employees, the use of test reliability and validity testing of the questionnaire were analyzed, using factor analysis, variance analysis, regression analysis, the data processing and analysis, Finally, conclusion.Through analysis of the data valid questionnaires described first order branch of China Merchants Bank NanChang organizational commitment and turnover intention status and differences in different dimensions; then use factor analysis of variance method and the difference between the individual effects of organizational commitment; Finally, we use the correlation analysis and regression analysis of bank employee organizational commitment and turnover intention were studied. The results confirmed the study of basic ideas and assumptions, and mainly by the following conclusions:(1) Nanchang, China Merchants Bank branch at a low level of organizational commitment, which continues to the lowest level of commitment; (2) organizational commitment and performance due to individual differences a significant difference; (3) organizational commitment on turnover intention has a certain predictability. Finally, the conclusions based on the empirical study presented in Nanchang Branch of China Merchants Bank to improve organizational commitment of human resources management's recommendations and look forward to lower organizational commitment to improve this situation, so as to effectively reduce the turnover rate and to reduce bank operating costs and achieve head office's Second Transformation strategy.