Research On Influence Of Organizational Commitment Upon Knowledge Workers' Turnover Intention

With the rapid development of knowledge economy, knowledge workers, as the carrier of knowledge, are the primary origin of the competitive advantages of enterprises. In addition, due to their pursuits of careers and diversified choices, it is a great characteristic of talent flow that knowledge workers flow more and more frequently allover the world nowadays. So, how to reduce knowledge worker turnover and the loss of knowledge worker turnover becomes the issue that enterprises'administrators in our country should pay attention to and contrive to resolve.Organizational commitment is a new conception which can forecast the level of turnover intention availably. On the basis of generalizing the research fruits covering this issue home and abroad, we adopt the organizational commitment structure developed by Lin Wenquan, which includes five dimensions: affective commitment, normative commitment, ideal commitment, economic commitment, choice commitment. Firstly this thesis proposes the theoretical model of the influence process between organizational commitment and turnover intention. Then, we collect the data by questionnaire, and use SPSS13.0 for statistical analysis, draw up a series of conclusions from variance analysis, correlation analysis and regression analysis: Knowledge Workers'organizational commitment and its dimensions have negative correlation with their turnover intention; ideal commitment, affective commitment and economic commitment can forecast efficiently turnover intention; while normative commitment and choice commitment cannot forecast efficiently turnover intention. At last, this thesis modifies the model above and puts forward some counter measures for enterprises.