A Study About Employee Turnover Intention Based On The Theory Of Planned Behavior

Knowledge economy era is also "talent economy" era. The competition between enterprises is no longer land, capital, technological competition, but talent competition. With the integration of the world economy, is a double-edged sword for domestic enterprise ushered in the good development opportunities for domestic enterprises, and it also suffered a strong challenge and shock. In such a background, the competition between enterprises especially for talent for will be more intense.Enterprise employee turnover problem in western developed countries have long is the enterprise human resources, behavioral science, enterprise organization research priorities. In China, with the rapid development of market economy, employee turnover phenomenon also gradually generalization, enterprise staffs high turnover has become troubling enterprise human resources management significant problems, especially with our opening up, employee job-hopping phenomenon and dig each other between enterprise of phenomenon increasingly fierce, the staff more discourages enterprises constantly leaving a problem that nots allow to ignore.Theory of planned behavior is the attitude-behavioral theory of the field of one of the most widely used, has a wealth of empirical research by behavioral researchers welcome. But the theory of empirical research in the field of management is still relatively rare. Especially in the area of separation behavior is rare. The introduction of the theory of planned behavior to the field of Employee Turnover in the empirical analysis to verify the theoretical study of the applicability of the field left enriched, developed the theory of planned behavior. Reached the following conclusionsConclusion one:leave attitude, subjective norm and separation perceived behavioral control on intention to quit a significant predictor.Conclusion tow:Attitudes and left leaving the main specification a significant positive correlation, separation attitude and perceived behavioral control, leaving a significant positive correlation, leaving subjective norm and perceived behavioral control, leaving a significant positive correlation.Conclusion three:gender differences in all variables were not significant; age difference, the unit length of service, education, where the sector type and the current position in the left attitudes were significantly different; marital status, the unit of length of service, where the sector type and current posts Subjective norms on leaving a significant difference; all the demographic variables in the left perceived behavioral control were not significant; age, marital status, the unit of length of service, qualifications, present position where the sector type, and turnover intentions in a significant difference.Conclusion four:leave the unit in a different attitude towards length of service, qualifications, present position where the sector type, and there were significant differences between; leave subjective norms in different marital status, the unit of length of service, department type, and posts where a significant difference between the; turnover intentions in a different age, marital status, the unit of length of service, qualifications, present position where the sector type, and there were significant differences between.