An Empirical Study On Organizational Commitment And Turnover Of Bank Empoyee

The empolyee's organizational commitment is an intangible contract, namely psycholoygical contract between employee and bank. All supervisors in bank field have to pay more attention to the psycholoygical contract in order to encourage and settle their employees. The employees in China Construction Bank are research objects in this thesis. Firstly, this thesis testified 3-dimention model of organizational commitment and model of turnover in China Construction Bank. Secondly, it reveals the current situation of organizational commitment and turnover as well as the distinctions of organizational commitment in the population statistical variable. Eventually, it researches the correlation between organizational commitment and turnover as well as influential degree between their dimensions.According to review and summarize the existing literatures, the rationale structure and hypothesis of research was proposed, as well as the selection of the study tool and the research sample, which forms the design of research. With the help of interview and questionnaire, one hundred and eighteen three employees from two branch of China Construction Bank and five bank department were involved in this inquiry. Through item analysis, factor analysis, regression test, reliability test, the reliability and validity of the inquiry was testified.Based on the analysis of the collected data, it firstly describes the present situation and the discrepancy within different dimensions. Then it applied independent-sample T-test and one-way ANOVA to discuss the influence of population statistical variable on employee's organizational commitment. Finally, with the analytical methods of correlation and regression, it points out whether the organizational commitment influences turnover. Basically, the research proves the hypothesis and it ends with four-fold conclusions: (1) the whole level of organizational commitment of bank employee are medium, the level of the affective commitment is the lowest. (2) the variable in sex and title can affect organizational commitment. (3) the dimensions of employee organizational commitment are related to the grade of turnover. (4) the organizational commitment dimensions can predict the degree of turnover.Eventually, according to the research results, this paper provides some human resource suggestions and tries to prompt organizational commitment level of bank. Hence, expecting the human resource management and organizational commitment of bank can be regarded thoughtfully and efficiently improved.