The Reserch Of Relationship Between Organizational Culture And Turnover Intention

Faced with fierce competition in the market, talent has become an important resource which all companies are competing for. how to retain staff of the organization and to enhance their organizational identity lower their turnover intention and reduce the flow of huge losses, has become the core issue that modern enterprise human resources management departments concerned. As organizational culture is a sign of business development capacity and core competency. It is beneficial for companies to create a strong centripetal force, appeal and cohesion, so it is the highest level of management. Excellent organizational culture can bring employees harmony, passionate work environment, can also make employees a stronger organizational identity, so it can lead employees to improve their quality and ability, promote their labor productivity, rectify their work practices, strive to achieve their desired goals, which are helpful for the employees to lower their turnover intention.Organizational behavior research results show that, despite the company’s high-efficiency is not necessarily due to the high degree of identity from members of the enterprise, but members of the corporate have a high identity to campany, it not only can enhance employee job satisfaction and lower turnover intention, but also may improve corporate efficiency. From previous studies it can be seen that the issue of relationship among organizational culture, employee organizational identification and turnover intention, either theoretical or empirical research are seldom, especially in the domestic circles virtually no quantitative data can prove the influence which employees organization cultural identity degree take on turnover intention. This paper from a new perspective of organizational culture attempts to, organizational identity as a mediator, explore the effect on how organizational culture influence employee turnover intention, investigate how to increase employee job satisfaction by promoting staff the adentification of the corporate culture, lower turnover intention, so as to provide a theoretical basis and practical guidance for the construction and management of organizational culture.Firstly, the paper explains the purposes and the mesns of the research, then establishes the research framework based on previous literature. The paper uses the way of questionnaire survey (a sample of187employees from companies in Zhejiang Province) and uses SPSS software to analyse the collected datas, then goes deeply into the relationship of organizational culture, organizational identification and turnover intention, and empirical results are discussed. The main conclusions are as follows:There was a significant negative correlation between organizational culture and employee turnover intention. There was a significant positive correlation between organizational culture and employee organizational identification. There was a significant negative correlation between organizational identification and employee turnover intention. Organizational identification play partly intermediary role between organizational culture and employee turnover intention.