Research On The Relationship Between Employee Satisfaction, Job Involvement And Turnover Intention

With the development of the knowledge-based economy, the market competition is increasingly fierce, while also the increasing staff mobility. Human resources crisis has become the most important crisis in many enterprises. Companies will be able to find their own problems by a regular survey of employee satisfaction, adopt measures to enhance employee satisfaction, and predict the turnover intention of employees in order to take timely measures to prevent the occurrence of some acts of turnover. Thus Companies will have a stable team of talent.Firstly, this article divided employee satisfaction into five levels on the basis of Maslow Hierarchy of Needs Theory and the research on literature at home and abroad. Combined with job involvement, the writer studied their relationship with the turnover, thereby made the theoretical framework of this study and the research hypothesis. Secondly, taken the 159 employees of high-tech enterprises in Xi'an as samples, using analysis of variance, correlation analysis and regression analysis and other methods through SPSS13.0, this paper discussed the relationship of employee satisfaction, job involvement and turnover intention. This article studied the relationship of employee satisfaction, job involvement and turnover intention and the impact to turnover intention, researched the impact of the interaction effects of employee satisfaction and job involvement on turnover intention, as well as the regulating role of job involvement in the relationship between employee satisfaction and turnover intention. And the paper discussed the impact of demographic variables on each variable.Through empirical analysis, this study reached the following conclusions: (1) Gender and length of service does not have significant impact on all variables. Marital status, age, education and positions have significant impact on job satisfaction. Age have significant impact on turnover intention. Positions have significant impact on job involvement. (2) Employee Satisfaction and the five dimensions showed significantly positive correlation, and physiological needs satisfaction, social needs satisfaction, and self-actualization needs satisfaction has a significantly predictive power for employee satisfaction. (3) Esteem needs satisfaction, self-actualization needs satisfaction, overall employee satisfaction and turnover intention showed significantly negative correlation. (4) Job involvement and turnover intention showed significantly negative correlation. (5) The interactive effects of Employee satisfaction and job involvement impact on turnover intention. Social needs satisfaction, esteem needs satisfaction, self-actualization needs satisfaction and job involvement has a significantly predictive power for turnover intention. Job involvement has the regulating role in the relationship between employee satisfaction and turnover intention.