| 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 masters 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 intent. With the foundation of reading massive correlative materials, this text confirm a series of important conclusions though empirical research. Finally, it comes to the conclusion that Affective Commitment influences staff's turnover intent most and staff's organizational Commitment has great differences in the structure and level.In the empirical research, the text mainly uses SPSS15. 0 for statistical analysis, and draws up a series of conclusions from Factor Analysis, Reliability Analysis, Variance Analysis, Correlation Analysis and Regression Analysis .The text analyzes the important reasons of such conclusions from the qualitative perspective. |
