The Relationship Between Organizational Career Management And Organazational Commitment And Their Influence Upon Employee Retention

American research shows that the worker's average tenure is abourt 3 years, the dismission cost, including the recessive cost, is about 3 times the emoloyee's revenue every year. It's huge financial lost and frequent dismission that the company may lost their core competetion. Showing worker the clear direction of their career development has became the best measure the company try to retain their employee. In this paper, conjoing the new conception--organizational career mangement(OCM) and the turnover intention modles, the author try to explore the interrelationship between OCM, organizational commitment and employee retention.The research data was collected from the enterprises in Beijing , Shanghai, Hangzhou and shenzheng, and 134 valid samples were gathered. Accroding to the factor analysis ,correlation analysis, regression analysis and one-way ANOVA ,the study got a modified organizational career management scale composed three dimentions. The result shows that the OCM and employee retention are significantly positive correlation. Oganizational commitment plays a completely intermediary utility between the OCM and employee retention. There is no significant difference in employee retention after controled the demographical variables.From the outcomes, we know that if the owner of the enterprise improve their management in the OCM, the worker will remain a high level in organizational commitment and show their loyalty to the company. Harmonious employ relationship may strengthen the attraction and core competition of the enterprise. At the end of the thesis, the researcher give some practical advice base upon the conclusion of this paper.